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ESS SENSE

17th

K ES BUSIN
A M
N
ATIO
M
OR

NSF
A R
L T
A
RE

COMMISSION FOR
EMPLOYMENT EQUITY
ANNUAL REPORT
2016 - 2017
REAL TRANSFORMATION
MAKES BUSINESS

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PUBLISHER
Department of Labour
Chief Directorate of Communication
Private Bag X117, Pretoria, 0001

EDITING, DISTRIBUTION, LAYOUT AND DESIGN


Sub-Directorate of Media Production,
Chief Directorate of Communication

PRINTER
Government Printers

RP Number
115/2017

ISBN Number
978-0-621-45394-2

The Department of Labour, Laboria House,


215 Francis Baard Street, Pretoria.
Private Bag X117, Pretoria, 0001
Tel: (012) 309 4000
www.labour.gov.za
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TABLE OF CONTENTS

GLOSSARY 4
FOREWORD 6
MEMBERS OF THE COMMISSION FOR EMPLOYMENT EQUITY 7

1. INTRODUCTION 10

2. HIGHLIGHTS FOR THE PERIOD 10


2.1. Publication of revised Technical Assistance Guidelines on the employment of Persons with Disabilities 10
(Disability Tag).
2.2. Review of the Code of Good Practice on the preparation and Implementation of Employment Equity Plan 11
2.3. CEE Stakeholder Engagements 11
2.3.1 Consultation with strategic partners 11
2.3.2 Sectoral Stakeholder Engagements 11
2.4. Promulgation of Section 53 of the Employment Equity Act (State Contracts) 12

3. WORKFORCE DISTRIBUTION 14
3.1. National EAP by Population Group/Race and Gender 14
3.2. Provincial EAP by Population Group/Race and Gender 14

4. ANALYSIS OF EMPLOYMENT EQUITY REPORTS RECEIVED IN 2016 15


4.1. Extent of reporting by Province, Sector and Business type 15
4.2 Analysis of Workforce Profile, Workforce Movement and Skills Development according to 16
Occupational Level
4.2.1 Workforce profile at Top Management level by Race, Gender and Disability status 16
4.2.2. Workforce profile at Senior Management level by race, gender and disability 21
4.2.3 Workforce Profile at Professionally Qualified level by Race, Gender and Disability 26
4.2.4 Workforce Profile at Skilled Technical level by Race, Gender and Disability 31
4.2.5 Workforce profile at Semi-skilled Level by Race, Gender and Disability 36
4.2.6 Workforce profile at Unskilled Level by Race, Gender and Disability 41

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4.3. Employment Equity Status In Universities 46
4.3.1 Workforce profile at Top Management level Race, Gender and Disability 46
4.3.2 Workforce profile at Senior Management level by Race, Gender and Disability 49
4.3.3 Workforce profile at Professionally Qualified level by Race, Gender and Disability 51
4.3.4 Workforce profile at Skilled Technical level by Race, Gender and Disability 54
4.3.5. Workforce Profile at Semi-Skilled level by Race, Gender and Disability 57
4.3.6. Workforce Profile at Unskilled level by Race, Gender and Disability 60

5. WORKFORCE PROFILE BETWEEN 2014 AND 2016 63


5.1. Workforce Profile at Top Management level between 2014 & 2016 by Race, Gender and Disability 63
5.2. Workforce profile at Senior Management level between 2014 & 2016 by Race, Gender and Disability 64
5.3. Workforce profile at Professionally Qualified level between 2014 & 2016 by Race, Gender and Disability 66
5.4. Workforce profile at Skilled Technical level between 2014 & 2016 by Race, Gender and Disability 67
5.5. Workforce profile at Semi-skilled Technical level between 2014 & 2016 by Race, Gender and Disability 69
5.6. Workforce profile at Unskilled level between 2014 & 2016 by Race, Gender and Disability 71

6. CONCLUDING REMARKS 73

7. REFERENCES 75
Appendix A: workforce profile between 2014 and 2016 by race, gender, disability and province, 76
Sector and business types
Province 76
Sector 80
Business type 86

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GLOSSARY

B-BBEE Broad-Based Black Economic Empowerment

B-BBEE Commission Broad-Based Black Economic Empowerment Commission

BMF Black Management Forum

CGE Commission for Gender Equality

Commission Commission for Employment Equity (CEE)

CPUT Cape Peninsula University of Technology

CUT Central University of Technology

Department Department of Labour

DG Director General of the Department of Labour


Designated groups mean black people, women and people with disabilities who:
a) are citizens of the Republic of South Africa by birth or descent; or
b) became citizens of the Republic of South Africa by naturalization:
Designated groups
i) before 27 April 1994;
ii) after 26 April 1994 and who would have been entitled to acquire citizenship by
naturalisation ii)prior to that date but who were precluded by apartheid policies.
DUT Durban University of Technology
Economically Active Population (EAP) which includes people from 15 to 64 years of age who are
EAP
either employed or unemployed and seeking employment.
ILO International Labour Organisation

NMMU Nelson Mandela Metropolitan University

NWU North West University

SAHRC South African Human Rights Commission

TUT Tshwane University of Technology

UCT University of Cape Town

UFH University of Fort Hare

UFS University of Free State

UJ University of Johannesburg

UKZN University of KwaZulu-Natal

UL University of Limpopo

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UNISA University of South Africa

UNIVEN University of Venda

UNIZUL University of Zululand

US Stellenbosch University

UP University of Pretoria

UWC University of the Western Cape

VUT Vaal University of Technology

WITS University of the Witwatersrand

Workforce movement Pertains to any movement in the workforce, including recruitment, promotion and terminations
Snapshot of an employers workforce population distribution, including population, gender and
Workforce profile
disability
WSU Walter Sisulu University

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FOREWORD

MS. TABEAE KABINDE


Chairperson: Commission for Employment Equity (CEE)

The 2016/2017 financial year was a busy year for the Commission for Employment Equity
(Commission). As per the Commissions Annual Plan, we embarked in earnest on Stakeholder
Engagement Sessions with both Designated Employers and other Stakeholders. The
objective of these engagements was to identify specific sector barriers and to
inform the relevant policy interventions required to accelerate transformation.
The process was very fruitful. The Commission got some practical
recommendations to speed up the pace of transformation. Throughout
the engagements, participants requested the Commission to put in
place more stringent measures for non-compliant employers.

Notably, most of the participants encouraged the setting


of sector numerical EE targets as a measure to monitor
compliance. In line with that, it became apparent that the
Commission needs to advice the Minister to promulgate
Section 53 of the Employment Equity Act, which deals
with States Contracts. This Section incentivises compliance. It
ensures that Employers, both Designated and Non-designated that are non-
compliant are not awarded with Government Contracts. Government cannot
continue to reward non-compliant companies by doing business with them.

The introduction of this report covers a detailed account of the thinking of


the Commission as well as how we would like to proceed on the matter. It
was encouraging to note at the United Nations Commission on the Status
of Women (CSW 61) held recently in March 2017, that many countries
reported that they had implemented similar Certificates of Compliance
to facilitate transformation.

At the engagements, we also received a recommendation to provide a


separate analysis of the reports submitted by Educational Institutions,

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specifically by the Universities. We have implemented this recommendation. We assessed the state of compliance to
Employment Equity by the Universities and it is clear that this Sector is lagging behind in terms of transformation. The
strategic decision making positions (Top, Senior and Professionally Qualified/middle management Levels) are still male
dominated whereas females are dominant at the Skilled Technical Level (Junior Management) and the Semi-skilled Levels.

We also note with great concern, the increasing number of Foreign Nationals in Universities, while female employees who
are beneficiaries of Employment Equity are not increasing in representation in strategic roles. Universities play a critical
role in developing a pool of suitably qualified individuals and on a yearly basis there is a large number of Employment
Equity graduates that exit the institutions, but these individuals are not given the opportunities to become role players as
employees in those institutions.

Another change that we have implemented is the addition of an analysis of Semi-Skilled and the Unskilled Occupational
Levels. This is also a response to a recommendation from the engagements. With this analysis, the true reality of our country
is evident. Black people, Women and Persons with Disabilities, who were disadvantaged by the previous dispensation,
remain disadvantaged, 22 years into democracy and 18 years after the enactment of the Employment Equity Act.

The report again demonstrates a very slow pace of transformation in the South African workplaces. Black people, Women
and Persons with Disabilities remain under-represented at Top and Senior Management Levels. It is not an exaggeration
to say that not much has changed. We as a Commission will therefore, pursue the promulgation and implementation of
Section 53 in earnest to ensure that there is Radical Economic Transformation in the workplace. We believe that the time
is right and the people of our country need to see these changes in our lifetime.

______________________________________________

T KABINDE, MS
Chairperson: Commission for Employment Equity (CEE)

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MEMBERS OF THE COMMISSION FOR EMPLOYMENT EQUITY

CHAIRPERSON: COMMISSION FOR EMPLOYMENT EQUITY


Tabea Kabinde currently serves as the Managing Director of We Find Talent, a
value-driven recruitment agency operating in Pretoria and Cape Town. Her keen
interest in recruitment and her position as a revered and trusted expert in the
MS TABEA KABI

industry was built up from her early involvement in consulting a large number
of Multinational companies in the areas of assessments for recruitment
and development purposes. In the midst of this, Tabea consulted on other
interventions including Diversity Management, Change Management and Team
Building initiatives. She also has years of experience in the Events Management
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field.
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Tabea serves on numerous Boards in the Private and NPO sectors and has proved to
be vastly influential in the implementation of Transformation initiatives. A testament to
this influence is the instrumental role she played in driving the Transformation agenda within the Recruitment Industry
Body during her years at APSO (The Federation of African Professional Staffing Organizations), as well as her pivotal
involvement in CAPES (an umbrella body, which represents a unified voice for the South African staffing industry). In her
capacity as APSO president from 2011 2014, she was cited as moving APSO from a local association to a world-respected
professional body.

In 2013, she joined the Commission for Employment Equity CEE as a Business Representative and rose to the Chairperson
of the CEE at the beginning 2016. Tabea has been an active role player at Business Unity South Africa and NEDLAC. She
has represented BUSA as a South African Representative at International Labour Organisation. In 2016 and 2017, she
represented the CEE at the United Nations Commission where she championed the Status of Women.

Tabea holds numerous accolades under her belt some of which include The Business Woman of the Year Award conferred by
the South African Business Women Council in 2013 as well as the Founders Cup conferred by APSO in 2014.

BUSINESS CONSTITUENCY
YS
HU

Dr Annelie Gildenhuys is an Industrial Sociologist who specialises in


ELIE GILDEN

Diversity Management and Employee Relations. She started her career at


the Human Sciences Research Council (HSRC) in 1987 as Labour Economic
researcher where after she worked as Employee Relations practitioner
before her appointment to the Premier Group of Companies, Employee
ANN

Relations Executive Team.


DR

Dr Gildenhuys served as a part-time commissioner, trainer and mentor at


the CCMA, and several Bargaining Councils since inception in 1996 until 2011
as well as a number of alternative Dispute Resolution bodies. She is a qualified
Executive Management coach, (2010) and a Master Human Resource practitioner
with the SABPP. She is an accredited Commercial and CEDR (UK) Mediator (2012) and was instrumental in establishing the
Bargaining Council for Civil Engineering (BCCEI). Annelie is a supervisor at the GIBS for MBA research students in employee
relations. She was an accredited facilitator and assessor in all Human Resources Unit standards. She is also a member of
South African Labour Law Society (SASLAW). Annelie is the Employee Relations Committee representative for the Banking
Association South Africa (BASA) and represents Business Unity South Africa.

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Ms Thembi Chagonda holds a degree in Social Science, majoring in Industrial Psychology
& Sociology from Rhodes University. She also achieved a Post Graduate Diploma in
Labour Law in 2005 and is an accredited assessor and moderator. In 2016 she
received accreditation in 4MAT Learning Design (About Learning), accredited

DA
MBI CHAGON
through Michigan University. A Managing Director of Global Business Solutions
since 2005, she has extensive experience consulting in the fields of human
resource management, transformation in the workplace, employment equity,
skills development, and Broad-Based Black Economic Empowerment. Thembi
is a board member of the ASDSA (Association for Skills Development in South

TH E
Africa), the IoD (Institute of Directors) and chairs a number of Education

MS
Trusts in order to facilitate opportunities for under privileged communities.
She has served in Remuneration Committees, Social and Ethics Committee and
Nomination Committees.

She consults for a range of large, multinational Appointed as a Commissioner to serve in the Employment Equity Commission
to represent business. In 2014 she was nominated finalist Top Black Female Leader of the Year Award category of the 13th
Oliver Empowerment Award. She is passionate about empowerment of persons with disabilities.

COMMUNITY CONSTITUENCY
Mr Puleng Tsebe is a retired educator. He was a lecturer at Mokopane College
of Education and later appointed as principal at Alfred Masebe School. He
became a councillor at Mogalakwena Municipality and Waterberg District
Municipalities. He is active within the disability community and has held
MR PULENG TS

many leadership positions.

Among those are, the National Deputy Chairperson Development at


Disabled People South Africa (DPSA), DPSA Provincial Chairperson
Limpopo, Chairperson of DPSA Mogalakwena Branch, Disability Forum
EB
E

Member at Services SETA (SSETA), Waterberg District Chairperson of


Home Affairs National Population Registration Clean-up Campaign Forum,
Board member of Polokwane Gateway International Airport, Chairperson of
Voortrekker Hospital Board, Chairperson at Mokopane Provincial Hospital Board,
Member for Polokwane/Mankweng Hospital Complex Board, Member of Waterberg FET College Council, ANC Secretary
Western Sub-Region (now Waterberg Region) and Chairperson of SANCO in Mahwelereng. He is the DPSA representative
in the Community Constituency of the Development Chamber at NEDLAC. He is a member of the Executive Committee at
NEDLAC and he is a member of the BEE Advisory Council.

Mr Malesela Maleka is presently the Head of Policy, Research and Political


Education at the South African Communist Party (SACP). He holds a
Professional Certificate in Public Management from Wits Business School;
MR

Higher Certificate in Economic Development from the University of


MALESELA MAL

the Western Cape; Advanced Diploma in Public Administration from


the University of the Western Cape, and a Post Graduate Diploma in
Public and Development Management from Wits University. A sports
activist, Mr Maleka has held various leadership positions in the sporting
fraternity, the student movement (SASCO) and the Young Communist
EK

League of South Africa. He also serves on BANKSETA Council and the SAQA
A

Board.

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GOVERNMENT CONSTITUENCY
Ms Zodwa Ntuli is the Deputy Director-General for Consumer and Corporate
Regulation in the Department of Trade and Industry (DTI) since 2008. She
MS Z

has delivered on major reforms, including the Corporate Law Reform


ODWA NTU

(new Companies Act of 2008 and establishment of CIPC), the Consumer


Law Reform (Consumer Protection Act of 2008 and establishment of
the National Consumer Commission), the Removal of Adverse Credit
Information (Negative Credit Bureau Listing) for consumers, the National
LI

Credit Amendment Act, introducing enhanced affordability tests for lending,


Lotteries Amendments leading to improved distribution of lottery funds to
good causes, to name a few.

Previously, she was the Executive Manager at South African Airways from 2006 - 2008 and part of the team that established
Mango Airline. She was Executive Manager for the Compliance Division at the Competition Commission, and led development
of the first Leniency Policy of the Competition Commission to uncover cartels. Her passion for women development led her
to initiate the Corporate Governance Development Program for Women, a partnership between the DTI and the Institute
of Directors Southern Africa. Her strength is in project management, policy development and business regulation. Since
August 2015, she was appointed by the Minister of Trade and Industry to establish and head B-BBEE Commission, whose role
is to oversee the implementation of the B-BBEE Act, as amended.

Advocate Mikateko Joyce Maluleke is a Special Adviser to Ministry of Women.


AD
VO

She is an admitted advocate of the High Court of South Africa. Ms Maluleke


C

qualified with a BA Degree in Law and LLB from Wits University. She also
ATE

holds a Masters Degree in Tax Law from the University of Pretoria. Ms


MIKATEKO JO

Maluleke has held many positions including that of a senior manager at


the Department of Justice and Constitutional Development, where she has
gained experience in Policy and Legislative development. The highlights of
her career involve the Criminal Law (Sexual Offences and Related Matters)
YC

Amendment Act no 32 of 2007, the Domestic Violence Act no 116 of 1998,


EM

LU the Domestic Partnership Bill, Stalking Bill, Trafficking in Persons Bill, Adult
A

LE Prostitution Bill, Interpretation of Statutes, Recognition of Customary Marriages


KE
Act no 120 of 1998, Muslim Marriages Bill, the Promotion of Administrative Justice
Act, Customary Law of Succession Amendment Bill (1998), 2008 and the repeal of the Black Administration Act (2006).

Her post graduate and vocational training includes Constitutional Analysis and Litigation, Labour law, Human Rights,
Equality and non-discrimination (focusing on race, gender, disability, social context awareness and diversity management),
Administrative Justice, Development Law, Insolvency Law and Practice, Mining Laws, Legislative Drafting, Policy
Development, Strategic Planning, Scenario Planning, Programme and Operations Management, Project Management,
Leadership and Management Development, Womens Leadership Development, Governance and Gender Mainstreaming.

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ORGANISED LABOUR CONSTITUENCY
Ms Zingiswa Losi is presently the Deputy President in COSATU. She is employed
as a Deputy Director for Partnership at the Civilian Secretariat for the
South African Police Services. Previously she was employed at Ford Motor
Company as an operator and later became a quality inspector. She

ISWA LOSI
started her career as an Admin Technical Support for the South African
Air Force, where she gained various skills including inter-personal
skills, communication strategies and high integrity and leadership

ZING
skills. Ms Losi is a task oriented, articulate, confident, a team player
and a persuasive team builder.

MS
Through the military discipline, she has acquired many attributes among
them humility, principles, determination and decisiveness and how to use
initiatives in order to meet and resolve challenges. She is presently pursuing a
course in Criminal Law and Procedure though Damelin College.

O
AP
HL

N
Mr Bhabhali ka Maphikela Nhlapo is employed as the Skills Development

LA
IKE
Policy Coordinator at the Congress of South African Trade Unions

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(COSATU). Prior to his appointment to this position, he was the Chief

ALI KA MA P
Operations Officer at VRC Ngubeni Construction and Cleaning. He was
also the Skills Planning Manager and Constituency Support Executive
Manager for the Chemical Industries Education and Training Authority
(CHIETA). Mr Nhlapo started his career as the Education and Training

ABH
Officer later becoming a Skills Development Coordinator and eventually

BH
the Elections Manager at CEPPWAWU, which is a COSATU affiliate.

MR
He holds a BA in Social Work from the University of Fort Hare. He obtained a
number of certificates in Labour Legislation and Skills for Employment from the
ILO Training Centre in Italy and Geneva as well as a Certificate in Productivity Management from the Japan International
Labour Foundation (Tokyo).

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1 INTRODUCTION

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1. INTRODUCTION
The aim of the Employment Equity Act, No 55, 1998 as amended is to facilitate workplace transformation. It incorporates
two elements: a) the elimination of unfair discrimination and b) the implementation of affirmative action and measures to
enable equitable representation of employees from different race, gender and disability groups in the workplace.

The Commission for Employment Equity (CEE) is a statutory body established in terms of Section 28 of Employment Equity
Act, No 55 of 1998 (EEA). The role of the CEE is to advise the Minister of Labour on any matters concerning the Act,
including policy recommendations and matters pertaining to the implementation towards achieving the objectives of the
EEA. The CEE is required to submit an annual report to the Minister of Labour in terms of Section 33 of the EEA to monitor
and evaluate progress towards achieving the objectives of the EEA. This is the 17th annual report submitted to the Minister
by the CEE since its first report in 2000.

This report is an analysis of data and information from EE Reports submitted by employers (both designated and those
reporting voluntarily) through their annual Employment Equity Reports as required by Section 21 of the Employment Equity
Act.

These reports were submitted by employers manually and electronically from 1 September 2016 to 15 January 2017 when
the EE system officially closes for reporting for a particular year. The CEE embarked on a number of key initiatives to
understand and enhance the pace transformation in the country. These initiatives are reflected in this 17th Annual Report.
The 2016 initiatives by the CEE includes: Engagements with stakeholders both strategic partners and representatives from
key sectors of the economy; publication of the Code of Good Practice on the Employment of Persons with Disabilities and
the review of the Code of Good Practice on the preparation and implementation of Employment Equity Plans. Included in
this report is the latest Economically Active Population (EAP) as published by Statistics South Africa during the third quarter
of 2016. The EAP is provided by race and gender for the National and Provincial populations and is used as a benchmark for
the setting of numerical goals and targets.

An analysis of the workforce profile for the reporting organisations is presented for all the occupational levels, viz. Top
Management, Senior Management, Professionally Qualified, Skilled Technical, Semi-skilled and Unskilled levels. This is in
response to an outcry from users to reflect on all the occupational levels and not only concentrate on the top levels. The
analysis is per race, gender and disability status as well as by province, sectors and business type.

The report also provides a workforce profile trend analysis from 2014 to 2016 by sectors, provinces and business type. Also,
included in this edition of the CEE Annual Report is the analysis of workforce profile, movements and skills development at
universities and universities of technology. This is in response to a request from the higher education sector during the CEE
sectoral engagements and in line with the Governments plan on transformation in the higher education sector.

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2 HIGHLIGHTS
FOR THE PERIOD

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2. HIGHLIGHTS FOR THE PERIOD
The activities of the CEE are guided by the key strategic objectives set out by the 4th CEE at the beginning of its term in
December 2015. Key activities highlighted for this reporting period include the following:

2.1 PUBLICATION OF REVISED TECHNICAL ASSISTANCE GUIDELINES ON THE EMPLOYMENT


OF PERSONS WITH DISABILITIES (DISABILITY TAG)
The Technical Assistance Guidelines on the employment of People with Disabilities, which unpacks the Disability Code, was
first published in 2003. Following the adoption of the United Nations Convention on the Rights of Persons with Disabilities
and the revision of the Code of Good Practice on the Employment of Persons with Disabilities (Disability Code) in 2015,
the Disability TAG was aligned accordingly. The Disability TAG unpacks the Disability Code serves both as a management
and a technical tool to guide employers in dealing with disability in the workplace when commencing employment, during
employment and when terminating employment.

2.2. REVIEW OF THE CODE OF GOOD PRACTICE ON THE PREPARATION AND IMPLEMENTATION OF
EMPLOYMENT EQUITY PLAN
With the commencement of the Employment Equity Amendment Act No. 47 of 2013 in August 2014, it became necessary to
review all provisions affected by the amendment. One such instrument is the Code of Good Practice on the Implementation
of Employment Equity Plan. The draft amended Code was published in the Government Gazette on 30 September 2016 for
public comments. The amended Code will be published in the Government Gazette after incorporating the inputs sourced
from public comments.

2.3. CEE STAKEHOLDER ENGAGEMENTS


The fourth CEE had planned among its strategic priorities to engage with stakeholders in order to promote effective
implementation of the objectives of the EEA. In discharging this task, the CEE differentiated between strategic partners,
whose mandate has a bearing on the work that the CEE does. The stakeholders were divided into strategic and sector
stakeholders. The sectoral stakeholders are those stakeholders responsible for the implementation of the EEA.

2.3.1 CONSULTATION WITH STRATEGIC PARTNERS

The engagement with this category of stakeholders was in order to form strategic partnerships on issues of common interest
in realising the aims of the EEA. Among the partners, that the CEE met was the Broad-Based Black Economic (B-BBEE)
Commission, the Black Management Forum (BMF), the Commission for Gender Equality (CGE) and the South African Human
Rights Commission (SAHRC). The CEE entered into an agreement and signed a memorandum of understanding with the CGE
regarding matters of mutual interests.

2.3.2 SECTORAL STAKEHOLDER ENGAGEMENTS

The Commission for Employment Equity embarked on consultative meetings with business leaders from various sectors of
the South African economy. The CEE Annual Report constantly pointed to the under-representation of designated groups at
the senior and top management levels of the workforce, despite them possessing skills to operate in the industry evidenced
by the concentration at the skilled technical and professionally qualified occupational levels of the workplace.

The aim of the sectoral engagements was to understand and appreciate the issues affecting the implementation of the
Employment Equity Act in organisations. The engagements produced vigorous debates from participants and pointed to
various factors explaining the continued under-representation of designated groups in the decision-making positions in
the workplace. Among those mentioned is resistance to change from management in most sectors of the economy, which
is characterised by the fixation to the legal compliance on employment equity and a failure to move beyond what is
required by law. Businesses were mostly focussed on B-BBEE, which is seen to yield economic benefits, while ignoring the
Employment Equity component of the balanced scorecard. This was because employment equity is not integrated into the
overall business strategy, but relegated to human resources, (HR). Sectoral targets were proposed as a solution to this
problem.

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There were claims of existence of networks, which dictate who is recruited and promoted in organisations was also a major
challenge. This meant designated groups especially black (African) people were not being exposed to such opportunities
ensuring their readiness for operating at higher levels despite having the necessary qualifications. Income disparities on
employees in the same positions also came up during the engagements despite the promulgation of Equal Pay for Work of
Equal Value provisions in the Employment Equity Amendment Act in 2014, which perpetuate income inequality.

The activities of the CEE are guided by the key strategic objectives set out by the 4th CEE at the beginning of its term in
December 2015. Key activities highlighted for this reporting period include the following:

2.4. PROMULGATION OF SECTION 53 OF THE EMPLOYMENT EQUITY ACT (STATE CONTRACTS)


The consolidation of 23 years of democracy and 21 years of the Constitution of the Republic of South Africa entrenched the
need to eradicate social and economic inequalities, particularly those that stem from our history of Colonialism, Apartheid
and Patriarchy, which brought pain and suffering to the great majority of our people, in particular Black people, Women
and Persons with Disabilities.

It is a known fact that Colonialism, Apartheid and Patriarchy, have left behind a legacy of inequalities in both the labour
market and society as a whole. In the Labour market, the disparity in the distribution of jobs, occupations and incomes,
reveals the effects of discrimination against Black people, Women and Persons with disabilities.

It is therefore submitted that prohibition of unfair discrimination and the commitment to the implementation of affirmative
action measures are mutually reinforcing processes required to achieve substantive equality in order to give effect to
the right to equality as enshrined in section 9 of the Constitution of the Republic of South Africa (Constitution).

Section 9(2) of the Constitution, the equality clause reads as follows:


Equality includes the full and equal enjoyment of all rights and freedoms. To promote the achievement of equality,
legislative and other measures designed to protect or advance persons or categories of persons, disadvantaged by unfair
discrimination may be taken.

It against this backdrop that the Employment Equity Act (EEA), 1998 was enacted followed by other pieces of transformation
legislation such as Skills Development Act, Broad Based Black Economic Empowerment Act to give effect to section 9(2)
of the Constitution.

However, it is a known fact that despite the admirable and comprehensive legal framework in place and the consolidation of
19 years of the EEA, the pace of transformation has been painfully slow. Some key contributors to this slow pace, include
implementation challenges such as resistance by a number of employers to embrace employment equity to transform their
various workplaces; employment equity not yet recognised by a number of employers as a business imperative and not
yet integrated into business strategies and plans to promote equity; absence of prescribed EE targets/ EE benchmarks to
be met by various employers in various sectors to ensure that there is equity in their various workplaces; and inadequate
monitoring of compliance by employees and trade unions in relation to the implementation of the agreed EE targets set
by employers in the EE Plans.

Notably, stakeholders that participated in the Commission for Employment Equity Sectoral Engagements held between
June and September 2016, called or requested the setting of Sectoral EE targets as benchmarks and the promulgation of
Section 53 of the EEA to trigger financial consequences for non-compliance and as a result, expedite transformation and
compliance with the EEA.

In light of the slow pace of transformation; implementation challenges of the EEA and absence of financial consequences
for non-compliance, the Commission for Employment Equity deemed it urgent to promulgate Section 53 dealing with State
Contracts to expedite transformation, increase compliance levels and at the same time trigger financial consequences for
non-compliance with the EEA.

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Section 53 of the EEA states that:

53. (1) Every employer that makes an offer to conclude an agreement with any organ of state for the furnishing of
supplies or services to that organ of state or for the hiring or letting of anything.
(a) must-
(i) If it is a designated employer, comply with Chapter II and III of this Act, or
(ii) If it is not a designated employer, comply with Chapter II of this Act; and

(b) attach to that offer either-


(i) a certificate in terms of subsection (2) which is conclusive evidence that the employer complies with the
relevant Chapters of this Act; or
(ii) a declaration by the employer that it complies with the relevant Chapters of this Act, which when verified
by the Director-General, is conclusive evidence of compliance.
(2) An employer referred to in subsection (1) may request a certificate from the Minister confirming it compliance
with Chapter II, or Chapters II and III, as the case may be.
(3) A certificate issued in terms of subsection (2) is valid for 12 months from the date of issue or until the next date
on which the employer is obliged to submit a report in terms of section 21, whichever period is longer.
(4) A failure to comply with the relevant provisions of this Act is sufficient ground for rejection of any offer to
conclude an agreement referred to in subsection (1) or for cancellation of the agreement.
(5) The Minister may in the code of good practice set out factors that must be taken into account by any person
assessing whether an employer complies with Chapter II or Chapters II and III.

It is noteworthy to highlight that the linking of EE compliance certificates with access to procurement opportunities
available within the State is in-line with the International trends that currently emerging and shared by a number of
countries at the United Nations Commission on Status of Women (CSW61) held in March 2017. The linking of Certificates of
Compliance for access to State contracts is seen as a key government policy intervention to accelerate gender equality and
women economic empowerment to achieve the Sustainable Development Goals, which are central to the United Nations
2030 Agenda.

Section 53 of the EEA deals with issuing of compliance certificates to employers who intend or do business with government.
This section has never been promulgated since the inception of the Act. In line with the request made at the sectoral
engagements conducted by the CEE, the Commission is looking at setting sectoral targets for the various sectors. These
will assist in determining compliance, which will then be used as a basis for the issuing of compliance certificates for those
employers who want to do business with government.

19
3 WORKFORCE
DISTRIBUTION

20
3. WORKFORCE DISTRIBUTION

The workforce distribution reflects the Quarterly Labour Force Survey (QLFS) conducted and published by Statistics
South Africa on the Economically Active Population (EAP). The EAP includes people between the ages 15 to 64 years of
age who are either employed or unemployed and who are seeking employment. The EAP is used as a benchmark to assist
employers in the analysis of their workforce to determine the degree of under-representation of the designated groups.
The benchmark furthermore guides employers in the setting of self-imposed numerical goals and targets towards achieving
an equitable and representative workforce.

Section 15 of the EEA requires designated employers to implement affirmative action measures designed to ensure that
suitability qualified people from designated groups have equal opportunities to employment and are equitably represented
in all occupational levels in the workforce of a designated employer. Employers are required to use both the national and
provincial EAP (outlined below in Tables 1 and 2) as a guide, together with an evaluation of the suitably qualified available
labour pool.

3.1. NATIONAL EAP BY POPULATION GROUP/RACE AND GENDER


TABLE 1: NATIONAL EAP BY POPULATION GROUP AND GENDER1*
POPULATION GROUP MALE FEMALE TOTAL
African 42.8% 35.1% 78.0%
Coloured 5.3% 4.5% 9.8%
Indian 1.8% 1.0% 2.8%
White 5.3% 4.2% 9.5%
TOTAL 55.2% 44.8% 100.0%

21
Source: Statistics South Africa, (QLFS 3rd Quarter, 2016)

3.2. PROVINCIAL EAP BY POPULATION GROUP/RACE AND GENDER

TABLE 2: PROVINCIAL EAP BY POPULATION GROUP AND GENDER


POPULATION GROUP
PROVINCES GENDER
African Coloured Indian White Total

Male 43.2% 5.9% 0.1% 3.0% 52.3%

Eastern Cape Female 39.8% 5.5% 0.1% 2.4% 47.7%

TOTAL 83.0% 11.5% 0.2% 5.4% 100.0%

Male 49.6% 0.7% 0.4% 3.7% 54.3%

Free State Female 41.5% 1.3% 0.1% 2.7% 45.7%

TOTAL 91.1% 2.0% 0.5% 6.4% 100.0%

Male 44.8% 1.7% 1.8% 7.9% 56.1%

Gauteng Female 35.2% 1.3% 1.1% 6.3% 43.9%

TOTAL 80.0% 3.0% 2.9% 14.2% 100.0%

Male 43.2% 0.6% 6.8% 2.3% 52.9%

KwaZulu-Natal Female 41.1% 0.4% 3.8% 1.8% 47.1%

TOTAL 84.3% 1.1% 10.6% 4.0% 100.0%

Male 53.1% 0.2% 0.4% 2.1% 55.7%

Limpopo Female 43.0% 0.1% 0.1% 1.0% 44.3%

TOTAL 96.0% 0.3% 0.5% 3.1% 100.0%

Male 51.0% 0.2% 0.6% 3.5% 55.3%

Mpumalanga Female 42.1% 0.1% 0.1% 2.5% 44.7%

TOTAL 93.1% 0.3% 0.7% 6.0% 100.0%

Male 56.4% 0.5% 0.1% 3.6% 60.6%

North West Female 35.9% 0.3% 0.2% 2.9% 39.4%

TOTAL 92.3% 0.8% 0.3% 6.5% 100.0%

Male 29.8% 21.3% 0.2% 6.2% 57.6%

Northern Cape Female 20.6% 17.3% 0.2% 4.4% 42.4%

TOTAL 50.4% 38.6% 0.4% 10.6% 100.0%

Male 19.9% 26.2% 0.4% 8.2% 54.7%

Western Cape Female 16.1% 22.5% 0.1% 6.6% 45.3%

TOTAL 36.0% 48.7% 0.5% 14.9% 100.0%

Source: Statistics South Africa, (QLFS 3rd Quarter, 2016)

22
23
4 ANALYSIS OF EMPLOYMENT
EQUITY REPORTS RECEIVED
IN 2016

24
4. ANALYSIS OF EMPLOYMENT EQUITY REPORTS
RECEIVED IN 2016
The Department of Labour received 26 255 Employment Equity reports in 2016 compared to 25 030 EE reports received in
2015. There has been a slight increase (4.8%) in the number EE reports submitted. This increase may be due to an increase
in awareness of EEA compliance requirements by employers.

4.1. EXTENT OF REPORTING BY PROVINCE, SECTOR AND BUSINESS TYPE


TABLE 3: NUMBER OF REPORTS RECEIVED IN 2016 BY PROVINCE
PROVINCES REPORTS RECEIVED PERCENTAGE EMPLOYEES
Eastern Cape 1 384 5.3% 369 592
Free State 741 2.8% 146 963
Gauteng 11 810 45.0% 3 579 053
KwaZulu-Natal 3 768 14.4% 928 429
Limpopo 696 2.7% 238 012
Mpumalanga 1 501 5.7% 360 538
Northern Cape 362 1.4% 82 791
North West 640 2.4% 189 026
Western Cape 5 353 20.4% 1 177 045
TOTAL 26 255 100.0% 7 071 449

Employment Equity reports submitted by employers in the Gauteng Province constituted (45.0%) representing 3.5 million
employees as depicted in Table 3. This is followed by the Western Cape Province with 20.4% reports, representing more
than a million employees, followed by 14.4% from KwaZulu-Natal

Table 4 below indicates the number of reports submitted per sector

TABLE 4: NUMBER OF REPORTS RECEIVED IN 2016 BY SECTOR


SECTORS REPORTS RECEIVED PERCENTAGE EMPLOYEES
Agriculture 3 304 12.6% 594 677
Mining 736 2.8% 388 712
Manufacturing 4 901 18.7% 878 893
Electricity 436 1.7% 144 786
Construction 2 611 9.9% 381 493
Retail 2 237 8.5% 636 897
Wholesale 3 356 12.8% 453 678
Catering 1 503 5.7% 267 895
Transport 1 706 6.5% 443 759
Finance 2 969 11.3% 898 363
Community 2 496 9.5% 1 982 296
TOTAL 26 255 100.0% 7 071 449

It worth noting in Table 4 that Community, Social & Personal Services Sector has the largest number of employees (1982
296) and this is due to the fact that the Public Sector (i.e. National, Provincial and Local Government) is included in this
sector.

25
TABLE 5: NUMBER OF REPORTS RECEIVED IN 2016 BY BUSINESS TYPE
BUSINESS TYPE REPORTS RECEIVED PERCENTAGE EMPLOYEES
National Government 49 0.2% 365 045
Provincial Government 136 0.5% 498 360
Local Government 193 0.7% 173 580
Private Sector 24 899 94.8% 5 224 047
Non-Profit Organizations 561 2.1% 265 115
State-Owned Companies 116 0.4% 255 081
Educational Institutions 301 1.1% 290 221
TOTAL 26 255 100.0% 7 071 449

The Private sector accounts for 94.8% of the reports submitted to the Department. This represents almost 5.3 million
employees as reflected in Table 5. Non-profit organizations reports submitted represents 2.1% of the total number of 2016
reports.

4.2 ANALYSIS OF WORKFORCE PROFILE, WORKFORCE MOVEMENT AND SKILLS DEVELOPMENT


ACCORDING TO OCCUPATIONAL LEVEL
This section of the report provides an analysis of the progress made in transforming the South African workplaces. Analysis
and interpretation is based on the Employment Equity Reports submitted by employers for the 2016 reporting year either
manually or electronically. The workforce profile thus reflects reporting organisations. The analysis of the workforce
profile per occupational level should be analysed compared to the EAP distribution. Abbreviations used: A for African, C for
Coloured, I for Indian, W for White and FN Foreign National.

4.2.1 WORKFORCE PROFILE AT TOP MANAGEMENT LEVEL BY RACE, GENDER AND DISABILITY STATUS

Figure 1: Workforce profile at Top Management level by Race

3,4%

14,4%

4,9% A

I
68,5% 8,9% W

FN

As shown in Figure 1, the representation of the White group at the Top Management Level at 68.5% is more than six times
their EAP. The Indian group at 8.9% is also over-represented by three times their EAP. On the contrary, the African group at

26
Figure 2: Workforce profile at Top Management level for Public and Private Sectors by Race

Public
80,0 Private
73,2 72,0
70,0

60,0

50,0
%
40,0

30,0

20,0
10,7 11,8
8,1 6,6 9,0
10,0 4,7 3,5
0,3
0,0

14.4% and Coloured group at 5.5% are under-represented in relation to their EAP. African representation is more than five
times below their EAP, while the Coloured representation is half their EAP.

Figure 2 above shows the representation of employees at the Top Management Level in the public and Private Sectors. It
depicts the public sector as mainly dominated by the African and Coloured groups although they still fall short of their EAP.
This is while the Private Sector has a high concentration of the White group. The White and Indian groups are seven and
three times over-represented in comparison to their EAP.

22,0%

Male

Female

78,0%

Figure 3 shows that female representation is less than half of their EAP distribution.

27
Figure 4: Workforce profile at Top Management level for Public and Private sectors by Gender

90 Public
79,3
80 Private
69,2
70
60
% 50
40
30,8
30
20,7
20
10
0

Figure 4 above shows that males are almost one and half over-represented in relation to their EAP in both the public and
the private sectors at the top management level.

Figure 4: Workforce profile at Top Management level for Public and Private sectors by Gender

1,2%

Not disabled

Disabled

98,8%

Persons with Disability are grossly under-represented at 1.2% at Top Management Level.

Table 6: Workforce profile at Top Management Level by Race, Gender for Persons with Disabilities

TABLE 6: WORKFORCE PROFILE AT TOP MANAGEMENT LEVEL BY RACE, GENDER FOR PERSONS WITH DISABILITIES
MALE FEMALE FOREIGN NATIONAL
TOTAL
African Coloured Indian White African Coloured Indian White Male Female
9.2% 5.9% 12.4% 50.8% 2.8% 2.7% 3.4% 10.9% 1.6% 0.4% 100.0%

Table 6 shows that the White and Indian Groups also dominate in terms of representation among persons with disabilities
in the Top Management level as well.

28
Table 7: Workforce profile at Top Management level by Province

TABLE 7: WORKFORCE PROFILE AT TOP MANAGEMENT LEVEL BY RACE, GENDER AND PROVINCE
FOREIGN
PROVINCES MALE FEMALE
NATIONAL TOTAL
PROVINCE
African Coloured Indian White African Coloured Indian White Male Female
Eastern Cape 11.9% 4.3% 2.3% 58.7% 4.9% 2.1% 0.6% 13.3% 1.7% 0.1% 100.0%
Free State 17.3% 1.7% 1.1% 60.1% 6.8% 0.3% 0.2% 12.0% 0.3% 0.2% 100.0%
Gauteng 9.7% 1.9% 6.0% 55.2% 5.4% 1.2% 2.4% 13.5% 4.0% 0.7% 100.0%
KwaZulu-Natal 10.7% 1.4% 18.4% 46.5% 4.6% 0.6% 6.1% 9.5% 2.0% 0.2% 100.0%
Limpopo 18.0% 0.4% 4.2% 55.5% 6.8% 0.4% 1.1% 12.7% 0.9% 0.2% 100.0%
Mpumalanga 20.1% 1.8% 3.4% 54.7% 5.5% 0.5% 0.7% 12.1% 1.0% 0.2% 100.0%
Northern Cape 12.0% 11.6% 1.4% 55.5% 5.2% 3.0% 0.6% 9.7% 1.0% 0.0% 100.0%
North West 22.1% 1.1% 3.4% 53.1% 6.2% 0.4% 1.1% 12.0% 0.6% 0.2% 100.0%
Western Cape 3.4% 8.3% 2.4% 62.4% 1.2% 4.5% 0.9% 14.2% 2.1% 0.6% 100.0%

Table 7 reflects that the Western Cape Province has the most representation of Whites (76.6%) at the Top Management level
for both Males and Females. White Males occupy almost two thirds of Top Management positions in the Western Cape. This
is followed by the Free State with 72, 1% White representation.

The White Females as a designated group represent more than the rest of the designated female groups combined at this
level across all Provinces.

Table 8: Workforce profile at Top Management Level by Sector

TABLE 8: WORKFORCE PROFILE AT TOP MANAGEMENT LEVEL BY RACE, GENDER AND SECTOR
FOREIGN
MALE FEMALE
NATIONAL
SECTORS African Coloured Indian White African Coloured Indian White Male Female TOTAL
Agriculture 5.8% 2.8% 0.8% 72.6% 1.9% 1.5% 0.2% 13.1% 1.1% 0.2% 100.0%
Mining and Quarrying 19.0% 2.4% 2.5% 56.3% 5.9% 0.6% 0.9% 7.5% 4.6% 0.3% 100.0%
Manufacturing 5.1% 2.9% 8.4% 62.2% 2.3% 1.5% 2.3% 10.6% 4.2% 0.5% 100.0%
Electricity, Gas and Water 21.5% 5.0% 6.4% 43.2% 9.6% 2.6% 2.8% 5.9% 2.8% 0.3% 100.0%
Construction 14.8% 5.4% 5.5% 57.0% 4.6% 1.8% 2.1% 6.4% 2.1% 0.2% 100.0%
Retail and Motor Trade/
3.7% 2.9% 8.4% 62.7% 1.5% 1.7% 2.4% 14.8% 1.7% 0.2% 100.0%
Repair Service
Wholesale Trade/
Commercial Agents/Allied 4.0% 2.0% 9.9% 59.0% 2.1% 1.5% 2.9% 14.5% 3.4% 0.6% 100.0%
Services
Catering/
Accommodation/ 7.6% 2.8% 4.6% 50.4% 5.1% 2.4% 2.3% 21.8% 2.5% 0.5% 100.0%
other trade
Transport/ Storage/
10.1% 3.6% 9.8% 50.1% 5.1% 2.1% 3.8% 11.8% 3.1% 0.5% 100.0%
Communications
Finance/Business Services 8.9% 2.8% 5.7% 52.5% 5.5% 1.9% 2.6% 15.7% 3.6% 0.9% 100.0%
Community/
23.3% 3.8% 4.8% 35.4% 11.2% 1.8% 2.5% 15.3% 1.3% 0.7% 100.0%
Social/Personal Services

There is an over-representation of the White group, Males in particular in all sectors of the economy at the Top Management
level as shown in Table 8, with by far the highest representation in Agriculture (85.7%), followed by Retail and Motor Trade/
Repair Service (77.5%).

The White Females as a designated group represent more than the rest of the designated Female groups combined at this
level across all Sectors.

29
Table 9: Workforce profile at Top Management level by Business Type

TABLE 9: WORKFORCE PROFILE AT TOP MANAGEMENT LEVEL BY RACE, GENDER AND BUSINESS TYPE
FOREIGN
MALE FEMALE
NATIONALS
BUSINESS TYPES TOTAL
African Coloured Indian White African Coloured Indian White Male Female

National
39.3% 6.6% 6.2% 10.5% 26.0% 3.0% 3.0% 4.8% 0.2% 0.5% 100.0%
Government
Provincial
47.4% 5.6% 2.4% 6.8% 28.4% 3.4% 1.5% 4.2% 0.0% 0.2% 100.0%
Government

Local Government 54.1% 6.0% 5.0% 8.2% 21.0% 1.3% 1.5% 2.6% 0.2% 0.1% 100.0%

Private Sector 7.5% 3.0% 6.7% 59.1% 3.3% 1.7% 2.3% 13.0% 3.0% 0.5% 100.0%

Non-Profit
22.5% 4.5% 3.5% 26.8% 13.0% 2.9% 3.4% 18.6% 2.6% 2.1% 100.0%
Organisations
State Owned
35.0% 4.3% 7.4% 16.2% 22.0% 2.8% 3.3% 7.7% 1.2% 0.2% 100.0%
Companies
Educational
15.1% 4.6% 2.7% 35.8% 7.5% 1.8% 2.3% 26.2% 2.5% 1.5% 100.0%
Institutions

Table 9 shows that White representation remains overwhelming in both Private Sector and Educational Institutions. White
Females are over-represented in the same Business Type as compared to their EAP distribution.

Table 10: Workforce Movement and Skills Development at Top Management level

TABLE 10: WORKFORCE MOVEMENT AT TOP MANAGEMENT LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
5 867 1 924 3 895 33 192 2 705 1 030 1 395 7 673 1 704 310 59 695
Workforce profile-
all employees
9.8% 3.2% 6.5% 55.6% 4.5% 1.7% 2.3% 12.9% 2.9% 0.5% 100.0%

Recruitment 19.4% 3.4% 5.6% 40.1% 9.6% 1.8% 3.5% 10.6% 5.3% 0.6% 100.0%

Promotion 13.0% 5.0% 7.9% 37.7% 7.8% 3.4% 4.6% 17.4% 2.3% 0.9% 100.0%

Terminations 14.5% 3.6% 4.9% 49.1% 7.2% 1.7% 1.8% 11.6% 4.8% 0.8% 100.0%

Skills Development 65.8% 1.8% 2.9% 17.0% 3.6% 1.2% 1.6% 6.1% 0.0% 0.0% 100.0%

Table 10 shows that the White group and predominantly White Males are afforded higher levels of recruitment, promotion
and training opportunities as compared to the counterparts of the designated groups. The table furthermore indicates that
the rate at which the White groups exit organizations, appear to be higher than the rate at which they are recruited into
organizations. This trend suggests that with natural attrition the representivity of the White group and more so of White
Males will be reduced with time, albeit at a very slow pace.

The preference for the White group over the designated groups in promotions and skills development continues to
undermine transformation progress, as both are also key to changing the demographic representivity at this level.

30
4.2.2. WORKFORCE PROFILE AT SENIOR MANAGEMENT LEVEL BY RACE, GENDER AND DISABILITY

Figure 6: Workforce profile at Senior Management level by Race

1,4%

22,1%

C
7,7%
58,1%
I

10,6% FN

Figure 6 shows that the White group has more representation at the Senior Management Level at 58.1%, which is more
than five times their EAP distribution. This is followed by the African group with a representation of 22.1%, which suggests
a three-fold under-represented in relation to their EAP distribution.

Figure 7: Workforce profile at Senior Management level for Public and Private sectors by Race

70,0 65,8
63,4
60,0 Public

50,0 Private

% 40,0

30,0

20,0 18,0
14,9
11,1
10,0 8,3 7,5 7,3
3,1
0,7
0,0
African Coloured Indian White Foreign National

As can be seen in Figure 7, the same phenomenon occurring at the top management level is also present at this level. The
public sector has a high concentration of the African group and to some extent the Coloured group, while the White and
the Indian groups are predominantly concentrated in the private sector.

31
Figure 8: Workforce profile at Senior Management level by Gender

33,3%
Male

Female

66,7%

More than two thirds of employees (66.7%) in Senior Management are male, while females only account for 33.3% as can be
seen in Figure 8. These statistics are however encouraging, given the fact that with career progression and promotions,
these employees would naturally move to Top management. An assumption can therefore be made that all things being
equal more women are more likely to move to Top management.

Figure 9: Workforce profile at Senior Management level for Public & Private sectors by Gender

Public
80,0
68,5 Private
70,0
60,7
60,0

50,0
% 39,3
40,0
31,5
30,0

20,0

10,0

0,0
Male Female

Figure 9 shows that the same as with Top Management, both the public and the private sectors have a higher concentration
of Males at the Senior Management Level with 79.3% in the Private and 69.2% in the Public Sectors respectively. It is worth
noting that the Public Sector continues to do better in affirming Females as opposed to the Private Sector.

32
Figure 10: Workforce profile at Senior Management level by Disability status

1,1%

Not disabled

Disabled

98,9%

Persons with disabilities accounted for 1.1% of the workforce at this level.

Table 11: Workforce profile at Senior Management level by race, gender for persons with disabilities

TABLE 11: WORKFORCE PROFILE AT SENIOR MANAGEMENT LEVEL BY RACE, GENDER FOR PERSONS WITH DISABILITIES
MALE FEMALE FOREIGN NATIONAL
TOTAL
African Coloured Indian White African Coloured Indian White Male Female
12.0% 4.7% 6.9% 39.0% 7.8% 2.9% 3.6% 18.3% 2.3% 0.7% 100.0%

Table 11 shows a very low level of representation of Persons with Disabilities at the Senior Management level at 1.5%, with
Male representation twice as that of females.

Table 12: Workforce profile at Senior Management level by Province

TABLE 12: WORKFORCE PROFILE AT SENIOR MANAGEMENT LEVEL BY RACE, GENDER AND PROVINCE
FOREIGN
PROVINCES MALE FEMALE
NATIONAL TOTAL
PROVINCE
African Coloured Indian White African Coloured Indian White Male Female

Eastern Cape 17.3% 5.7% 2.0% 41.3% 10.7% 3.0% 0.9% 17.1% 1.8% 0.4% 100.0%
Free State 22.4% 3.3% 0.9% 42.8% 10.4% 1.6% 0.4% 17.2% 0.9% 0.2% 100.0%
Gauteng 14.1% 3.2% 6.5% 39.3% 8.7% 2.0% 3.6% 18.9% 2.7% 0.9% 100.0%
KwaZulu-Natal 13.3% 2.7% 20.3% 30.7% 6.6% 1.7% 9.2% 13.5% 1.5% 0.4% 100.0%
Limpopo 32.7% 0.7% 1.7% 30.1% 17.6% 0.2% 1.0% 13.6% 2.1% 0.3% 100.0%
Mpumalanga 31.7% 1.5% 2.1% 37.1% 10.0% 0.5% 0.5% 15.1% 1.3% 0.2% 100.0%
Northern Cape 17.2% 11.5% 0.8% 40.6% 6.9% 6.2% 0.2% 15.6% 1.0% 0.2% 100.0%
North West 25.2% 1.8% 2.0% 41.2% 11.2% 1.2% 1.0% 15.4% 0.7% 0.1% 100.0%
Western Cape 4.8% 12.2% 2.9% 43.8% 2.8% 8.1% 1.6% 21.3% 1.8% 0.7% 100.0%

Table 12 suggests that the White group representation remains disproportionately high in all provinces other than Limpopo
Province. Regional nuances in terms of population distribution appear to have an impact when looking at the second largest
represented groups at this level. The Indian group has the second largest representation in KwaZulu-Natal and Coloured
group in the Western Cape Provinces, while Africans feature prominently in other provinces.

In terms of gender, White females represent the largest than any other racial group in all provinces with the exception of
the Limpopo Province where African female representation is (17.6%).

33
Table 13: Workforce profile at Senior Management level by Sector

TABLE 13: WORKFORCE PROFILE AT SENIOR MANAGEMENT LEVEL BY RACE, GENDER AND SECTOR
FOREIGN
MALE FEMALE
SECTORS NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
Agriculture 9.5% 3.8% 1.4% 59.5% 3.8% 2.0% 0.8% 18.0% 1.0% 0.4% 100.0%
Mining and Quarrying 19.6% 2.6% 3.3% 55.0% 4.6% 0.7% 1.5% 9.1% 3.2% 0.3% 100.0%
Manufacturing 8.9% 5.6% 9.1% 47.9% 3.8% 2.5% 3.3% 15.6% 2.9% 0.6% 100.0%
Electricity, Gas and Water 29.5% 4.2% 5.8% 27.2% 17.3% 1.9% 2.6% 9.0% 1.9% 0.4% 100.0%
Construction 18.6% 6.6% 5.7% 47.4% 5.1% 1.7% 1.9% 10.1% 2.4% 0.4% 100.0%
Retail and Motor Trade/
9.7% 5.7% 8.3% 42.3% 4.9% 4.4% 3.6% 19.5% 1.3% 0.3% 100.0%
Repair Service
Wholesale Trade/
Commercial Agents/Allied 8.2% 4.3% 11.1% 40.7% 4.4% 3.2% 4.5% 21.2% 2.0% 0.6% 100.0%
Services
Catering/
Accommodation/ 13.4% 4.4% 3.5% 30.9% 10.1% 4.4% 3.1% 27.0% 2.3% 0.8% 100.0%
other trade
Transport/ Storage/
13.8% 4.9% 9.7% 37.7% 7.3% 2.8% 4.3% 16.2% 2.5% 0.8% 100.0%
Communications
Finance/Business Services 9.6% 3.7% 7.1% 37.0% 7.3% 3.2% 5.1% 23.0% 2.8% 1.2% 100.0%
Community/
27.1% 4.5% 4.1% 18.8% 18.2% 3.4% 3.1% 18.4% 1.5% 0.8% 100.0%
Social/Personal Services

Table 13, suggests that the South African economy remains dominated by White Male representation in most business
sectors of the economy. In the Electricity, Gas & Water sector, the African group (Male and Female) is more represented
than the white group, at 46.8%, as well as the Community, Social & Personal Services Sector (45.3%). In these sectors,
African males feature more prominently (29.5% & 27.1%) respectively.

White Females have the highest level of representation in all sectors compared to other females in most sectors, other
than the Electricity, Gas & Water sector, which has a strong African Female representation (17.3%).

Table 14: Workforce profile at Senior Management level by Business Type

TABLE 14: WORKFORCE PROFILE AT SENIOR MANAGEMENT LEVEL BY RACE, GENDER AND BUSINESS TYPE
FOREIGN
BUSINESS MALE FEMALE
NATIONALS TOTAL
TYPES
African Coloured Indian White African Coloured Indian White Male Female
National Government 35.1% 4.7% 5.2% 11.9% 26.3% 2.9% 3.7% 9.3% 0.5% 0.4% 100.0%
Provincial Government 43.5% 5.4% 2.9% 6.7% 30.4% 4.1% 2.2% 4.1% 0.5% 0.1% 100.0%
Local Government 44.1% 5.8% 4.7% 13.8% 22.5% 2.5% 1.4% 4.6% 0.3% 0.1% 100.0%
Private Sector 10.0% 4.6% 7.4% 44.0% 4.9% 2.9% 3.7% 19.4% 2.4% 0.7% 100.0%
Non-Profit Organisations 26.0% 3.9% 3.3% 17.7% 17.7% 4.5% 3.4% 19.9% 2.2% 1.5% 100.0%
State Owned Companies 31.6% 4.8% 7.0% 18.2% 21.6% 2.7% 3.7% 7.9% 1.9% 0.7% 100.0%
Educational Institutions 13.7% 3.8% 3.3% 25.2% 9.1% 3.0% 2.7% 34.0% 3.6% 1.6% 100.0%

Table 14 shows that for all business types, there is a high concentration of Males in Senior Management. The White group is
mostly represented within the Private Sector (63.4%) and Educational Institutions (59.2%), while the African group is mostly
employed in all spheres of government and Non-Profit Organisations.

An increase in the number of foreign nationals is noted (5.2%), especially amongst Males within the Educational Institutions.

34
Table 15: Workforce Movement and Skills Development at Senior Management level

TABLE 15: WORKFORCE MOVEMENT AT SENIOR MANAGEMENT LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
142
Workforce profile-all 19 893 6 657 9 865 55 710 11 150 4 210 5 076 26 073 3 220 1 009
863
employees
13.9% 4.7% 6.9% 39.0% 7.8% 2.9% 3.6% 18.3% 2.3% 0.7% 100.0%
Recruitment 15.0% 4.6% 6.4% 37.7% 9.8% 3.0% 3.6% 16.1% 2.9% 0.9% 100.0%
Promotion 17.8% 5.5% 7.5% 29.0% 11.2% 4.0% 5.0% 17.2% 1.9% 0.9% 100.0%
Terminations 12.9% 4.6% 6.1% 42.3% 7.1% 2.7% 3.2% 16.8% 3.2% 1.0% 100.0%
Skills Development 28.8% 1.3% 12.2% 23.2% 28.1% 1.2% 1.1% 4.0% 0.0% 0.0% 100.0%

When analyzing staffing practice, it is evident that Males seem to enjoy preference in employment opportunities as can be
seen from Table 15. More than 60% of the opportunities in recruitment, promotion and training at the senior management
level were afforded to Males. The recruitment rate for the White group (both male and female) is lower than their
termination rates. This trend is encouraging as it suggests that transformation is taking place at this Level. However, the
rate of promotions of individuals from the White group in relation to the other racial groups may frustrate these efforts.

4.2.3 WORKFORCE PROFILE AT PROFESSIONALLY QUALIFIED LEVEL BY RACE, GENDER AND DISABILITY

Figure 11: Workforce profile at Professionally Qualified level by Race

2,8%

A
37,5% 41,5%
C

FN

9,7%
8,5%

Figure 11 shows the representation at professionally qualified level. It is at this level of representation that a gradual
change is noted in the representation of designated groups. The African group is leading in representation at this Level

35
Figure 12: Workforce profile at Professionally Qualified level for Public and Private sectors by Race

80,0 72,6
Public
70,0
Private
60,0
49,6
50,0
%
40,0

30,0 25,8
20,0
11,1 12,5
9,6 10,4
10,0 3,7
1,7 3
0,0
African Coloured Indian White Foreign National

Figure 12 shows the representation at professionally qualified level. It is at this level of representation that a gradual
change is noted in the representation of designated groups. The African group is leading in representation at this Level

Figure 13: Workforce profile at Professionally Qualified level by Gender

45,6% Male

Female

54,4%

Figure 13 shows that the gender distribution is more in favour of Females as they have marginally exceeded their EAP
distribution.

36
Figure 14: Workforce profile at Professionally Qualified level for Public and Private sectors by Gender

70,0 Male
59,8 61,4
Female
60,0

50,0
40,2
40,0 38,6
%
30,0

20,0

10,0

0,0
Public Private

According to Figure 14, the Private and Public Sectors are Male dominated at the professionally qualified level (79.3% and
69.2% respectively).

Figure 15: Workforce profile at Professionally Qualified level by disability status

0,9%

Not disabled

Disabled

99,1%

Figure 15 shows a gross under-representation of persons with disabilities at the Professionally Qualified level.

Table 16: Workforce profile at Professionally Qualified Level by Race, Gender for Persons with Disabilities

TABLE 16: WORKFORCE PROFILE AT PROFESSIONALLY QUALIFIED LEVEL BY RACE, GENDER FOR PERSONS WITH
DISABILITIES
MALE FEMALE FOREIGN NATIONAL
TOTAL
African Coloured Indian White African Coloured Indian White Male Female
16.8% 6.5% 6.1% 34.0% 9.9% 4.1% 3.7% 17.7% 0.8% 0.3% 100.0%

White persons with disabilities (both male and female) followed by Africans are more represented at the Professionally
Qualified level.

37
Table 17: Workforce profile at Professionally Qualified level by Province

TABLE 17: WORKFORCE PROFILE AT PROFESSIONALLY QUALIFIED LEVEL RACE, GENDER AND PROVINCE
FOREIGN
PROVINCES MALE FEMALE
NATIONAL TOTAL
PROVINCE
African Coloured Indian White African Coloured Indian White Male Female
Eastern Cape 23.1% 3.6% 0.6% 6.7% 52.7% 4.3% 0.4% 7.1% 1.2% 0.5% 100.0%
Free State 29.0% 3.3% 0.8% 29.1% 16.5% 1.7% 0.3% 17.6% 1.3% 0.4% 100.0%
Gauteng 20.3% 4.0% 5.5% 26.8% 15.4% 3.3% 4.2% 17.5% 2.3% 0.9% 100.0%
KwaZulu-Natal 21.8% 2.4% 14.7% 15.0% 20.1% 2.0% 10.8% 10.7% 1.8% 0.6% 100.0%
Limpopo 39.2% 0.2% 0.4% 6.3% 45.9% 0.2% 0.4% 4.9% 1.8% 0.7% 100.0%
Mpumalanga 32.1% 0.9% 1.1% 20.8% 26.8% 0.6% 0.7% 13.0% 3.1% 1.1% 100.0%
Northern Cape 19.1% 19.7% 0.3% 18.8% 15.3% 13.8% 0.2% 12.2% 0.6% 0.1% 100.0%
North West 26.6% 1.1% 1.2% 20.5% 28.7% 1.2% 0.9% 15.2% 3.8% 1.0% 100.0%
Western Cape 8.5% 15.1% 2.8% 25.9% 7.6% 14.1% 2.3% 21.4% 1.6% 0.7% 100.0%

Table 17 shows that Males are dominant across the Provinces, with the exception of the Eastern Cape at 34% and Limpopo
at 46.1%.

In terms of race, the African group makes up the majority of employees in the Limpopo Province having an African
representation of (85.1%). The Provinces with the highest representation of the White group are Free State (46.7%),
Gauteng (44.3%), and the Western Cape (47.3%). This is very concerning if considered within the context of the EAP
distribution of the White group.

Table 18: Workforce profile at Professionally Qualified level by Sector

TABLE 18: WORKFORCE PROFILE AT PROFESSIONALLY QUALIFIED LEVEL BY RACE, GENDER AND SECTOR
FOREIGN
MALE FEMALE
SECTORS NATIONAL
African Coloured Indian White African Coloured Indian White Male Female TOTAL
Agriculture 19.8% 6.0% 1.9% 37.2% 10.0% 3.1% 1.2% 19.1% 1.3% 0.3% 100.0%
Mining and Quarrying 26.5% 3.3% 2.4% 42.6% 9.3% 1.1% 1.4% 10.6% 2.5% 0.4% 100.0%
Manufacturing 14.7% 6.8% 8.5% 38.0% 6.7% 3.4% 4.1% 15.3% 2.1% 0.5% 100.0%
Electricity, Gas and Water 30.1% 5.3% 5.8% 22.4% 22.2% 2.4% 2.6% 7.2% 1.6% 0.3% 100.0%
Construction 24.7% 7.4% 4.6% 38.2% 8.5% 1.7% 1.6% 9.9% 3.0% 0.5% 100.0%
Retail and Motor Trade/
15.9% 7.3% 7.0% 25.2% 12.6% 7.3% 4.5% 19.1% 0.8% 0.4% 100.0%
Repair Service
Wholesale Trade/
Commercial Agents/Allied 15.0% 5.8% 7.2% 29.5% 8.8% 4.5% 5.1% 21.9% 1.7% 0.5% 100.0%
Services
Catering/Accommodation/
19.3% 5.1% 3.6% 18.8% 17.9% 6.6% 3.1% 20.8% 3.2% 1.4% 100.0%
other trade
Transport/ Storage/
21.6% 6.3% 7.6% 29.4% 10.8% 3.1% 3.8% 13.4% 3.2% 0.6% 100.0%
Communications
Finance/Business Services 13.9% 5.1% 6.9% 24.9% 13.1% 5.6% 6.4% 20.7% 2.4% 1.1% 100.0%
Community/
24.9% 3.8% 2.1% 8.5% 37.8% 5.1% 2.6% 12.8% 1.7% 0.9% 100.0%
Social/Personal Services

Table 18, shows that the Sectors that are leading in the representation of Africans are the Community, Social, and Personal
Services (which includes all tiers of Government) at 62.7% as well as the Electricity, Gas and Water at 52.3% Sectors. It is
also in the Community, Social and Personal Services Sector that females are most represented at 59.2%.

38
Table 19: Workforce profile at Professionally Qualified level by Business Type

TABLE 19: WORKFORCE PROFILE AT PROFESSIONALLY QUALIFIED LEVEL RACE, GENDER AND BUSINESS TYPE
FOREIGN
MALE FEMALE
BUSINESSES TYPES NATIONALS TOTAL
African Coloured Indian White African Coloured Indian White Male Female
National Government 37.5% 4.4% 2.6% 11.8% 29.2% 3.3% 2.1% 8.6% 0.3% 0.2% 100.0%
Provincial Government 23.6% 3.4% 1.3% 3.5% 51.9% 6.1% 2.0% 5.9% 1.5% 0.7% 100.0%
Local Government 34.5% 9.8% 3.0% 13.7% 26.1% 5.0% 1.4% 6.1% 0.3% 0.1% 100.0%
Private Sector 15.8% 5.9% 6.5% 30.9% 10.0% 4.5% 4.6% 18.7% 2.3% 0.7% 100.0%
Non-Profit Organisations 30.8% 2.9% 4.7% 9.3% 27.3% 4.0% 3.9% 14.6% 1.5% 0.9% 100.0%
State Owned Companies 35.0% 4.3% 4.7% 17.8% 24.5% 2.8% 2.7% 6.4% 1.2% 0.5% 100.0%
Educational Institutions 17.5% 4.1% 2.1% 16.5% 19.7% 3.3% 2.8% 28.1% 3.8% 2.1% 100.0%

According to Table 19, at the Professionally Qualified level, males have the most representation in State Owned Enterprises
(61.8%) and Local Government (61%)

In terms of race, the Private Sector still remains the biggest employer of the White group percentage wise at 49.6% followed
by the Educational Institutions with 44.6%. This is concerning if considered within the context of the EAP distribution of
the White group which currently is at 9.8%. Whites in these two Business Types are over four times their EAP distribution.

Foreign Nationals represent 5.9% of the total population of employees in Educational Institutions.

Table 20: Workforce movement and skills development at the Professionally Qualified level

TABLE 20: WORKFORCE MOVEMENT AND SKILLS DEVELOPMENT AT PROFESSIONALLY QUALIFIED LEVEL BY RACE AND
GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female

Workforce profile-all 120 731 30 352 28 569 130 695 125 126 27 156 21 701 91 477 12 024 4 563 592 394
employees 20.4% 5.1% 4.8% 22.1% 21.1% 4.6% 3.7% 15.4% 2.0% 0.8% 100.0%
Recruitment 19.6% 5.2% 5.2% 24.4% 16.1% 4.4% 4.5% 15.8% 3.5% 1.4% 100.0%
Promotion 27.2% 5.5% 4.7% 16.2% 22.6% 4.9% 4.0% 12.5% 1.7% 0.7% 100.0%
Terminations 19.4% 4.9% 4.5% 25.2% 19.1% 4.2% 3.4% 15.0% 3.2% 1.1% 100.0%
Skills Development 32.8% 3.7% 3.3% 28.1% 15.6% 4.2% 2.9% 9.4% 0.0% 0.0% 100.0%

Table 20 suggests that at the Professionally Qualified level we are losing individuals from the designated groups at more
or less the same rate at which we appoint them. The same trend has emerged amongst the White group which means that
demographically, this Level is at a standstill.

39
4.2.4 WORKFORCE PROFILE AT SKILLED TECHNICAL LEVEL BY RACE, GENDER AND DISABILITY

Figure 16: Workforce profile at Skilled Technical level by Race

1,8%

20,8%

C
5,8%
I
60,2% W

11,5% FN

Black people are mostly represented at the Skilled Technical occupational level as shown in Figure 16. More than two
thirds of employees at this level are Black, 60.2% of this level is represented by the African group. This remains below their
EAP distribution, but is a movement in the right direction.

Figure 17: Workforce profile at Skilled Technical level for Public and Private Sector by Race

80,0
74,1
69,2
70,0
Public
60,0
Private
50,0
%
40,0

30,0

20,0
11,0 10,3 11,4 10,6
10,0 7,0
3,1 2,9 0,4
0,0
African Coloured Indian White Foreign National

Figure 17 suggests that both the Private and Public Sector have made significant strides in employing Africans at this
Occupational Level. Africans have in fact in the Public Sector exceeded their EAP distribution. The Skilled Technical
Occupational Level is a feeder Level into the other Management Levels and it is encouraging to note this.

40
Figure 18: Workforce profile at Skilled Technical level by Gender

Male

Female

46,0%

54,0%

Figure 18 suggests that at the Skilled Technical Level, females have exceeded their EAP distribution.

Figure 19: Workforce profile at Skilled Technical level for Public and Private sectors by Gender

Male

70,0 Female
61,1
60,0
52,8
50,0 47,2

38,9
% 40,0

30,0

20,0

10,0

0,0
Public Private

Figure 19 shows that at Skilled Technical level Females are more likely to be employed in the public service, as just over
fifty percent (52.8%) females are represented in the sector, whilst almost the same percentage 61.1% males at this level
work for the private sector.

41
Figure 20: Workforce profile at Skilled Technical level by Disability Status

0,9%

No Disability

Disabled

99,1%

Figure 20 above shows that the representation of Persons with Disabilities at the Skilled Technical level is grossly
under-represented at 0.9%.

Table 21: Workforce profile at Skilled Technical level by Race, Gender for Persons with Disabilities

TABLE 21: WORKFORCE PROFILE AT SKILLED TECHNICAL LEVEL BY RACE, GENDER FOR PERSONS WITH DISABILITIES
MALE FEMALE FOREIGN NATIONAL
TOTAL
African Coloured Indian White African Coloured Indian White Male Female
27.8% 6.4% 3.8% 20.3% 19.8% 5.2% 2.7% 13.3% 0.6% 0.2% 100.0%

The African group has the most representation of persons with disabilities (47.6%) at the Skilled Technical level as shown
in Table 21.

Table 22: Workforce profile at Skilled Technical level by Province

TABLE 22: WORKFORCE PROFILE AT SKILLED TECHNICAL LEVEL BY RACE, GENDER AND PROVINCE
FOREIGN
PROVINCES MALE FEMALE
NATIONAL TOTAL
PROVINCE
African Coloured Indian White African Coloured Indian White Male Female
Eastern Cape 26.7% 8.4% 0.6% 11.1% 36.2% 6.8% 0.5% 8.3% 0.9% 0.3% 100.0%
Free State 34.9% 2.0% 0.1% 10.3% 36.5% 1.7% 0.2% 13.3% 0.9% 0.2% 100.0%
Gauteng 36.7% 4.6% 2.9% 13.2% 23.4% 4.1% 2.5% 10.8% 1.4% 0.4% 100.0%
KwaZulu-Natal 29.9% 1.9% 9.0% 4.7% 38.1% 2.1% 8.4% 4.9% 0.9% 0.2% 100.0%
Limpopo 38.6% 0.1% 0.1% 2.0% 54.5% 0.2% 0.1% 2.6% 1.4% 0.3% 100.0%
Mpumalanga 39.3% 0.8% 0.3% 9.8% 39.1% 0.5% 0.3% 7.0% 2.6% 0.3% 100.0%
Northern Cape 21.5% 17.5% 0.2% 10.8% 20.7% 18.4% 0.1% 9.2% 1.3% 0.3% 100.0%
North West 32.7% 1.0% 0.3% 11.4% 40.8% 1.5% 0.3% 10.3% 1.6% 0.2% 100.0%
Western Cape 15.9% 20.0% 1.5% 11.3% 14.1% 19.4% 1.5% 14.0% 1.5% 0.8% 100.0%

Table 22, shows a strong representation of Black people at the Skilled Technical Level in all provinces. The African Group
in particular dominates this space with the exception of the Western Cape, where the majority representation is that of
the Coloured group. The Limpopo Province remains the leader in the African representation, at 93.1%.

42
Table 23: Workforce profile at Skilled Technical level by Sector

TABLE 23: WORKFORCE PROFILE AT SKILLED TECHNICAL LEVEL BY RACE, GENDER AND SECTOR
FOREIGN
MALE FEMALE
SECTORS NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
Agriculture 35.1% 11.4% 1.4% 15.6% 15.9% 6.2% 0.9% 11.5% 1.8% 0.3% 100.0%
Mining and Quarrying 47.7% 4.1% 0.7% 24.7% 10.7% 1.1% 0.4% 5.8% 4.7% 0.1% 100.0%
Manufacturing 32.7% 10.4% 6.2% 20.2% 10.6% 5.2% 2.9% 9.7% 1.8% 0.3% 100.0%
Electricity, Gas and
42.6% 4.7% 2.2% 12.8% 27.2% 2.6% 1.5% 5.5% 0.6% 0.1% 100.0%
Water
Construction 52.0% 7.0% 2.5% 14.3% 10.6% 2.1% 1.3% 6.6% 3.4% 0.2% 100.0%
Retail and Motor
26.5% 7.4% 4.9% 13.6% 22.7% 9.5% 3.6% 10.9% 0.7% 0.2% 100.0%
Trade/Repair Service
Wholesale Trade/
Commercial Agents/ 26.8% 6.3% 5.0% 15.2% 17.5% 7.4% 4.4% 15.5% 1.5% 0.4% 100.0%
Allied Services
Catering/
Accommodation/ 27.9% 4.5% 1.8% 6.9% 31.5% 8.9% 2.5% 11.1% 3.0% 1.8% 100.0%
other trade
Transport/ Storage/
35.5% 7.8% 4.8% 16.3% 17.9% 4.5% 2.6% 8.8% 1.6% 0.3% 100.0%
Communications
Finance/Business
21.3% 5.9% 3.9% 10.3% 26.9% 9.5% 5.1% 15.1% 1.3% 0.7% 100.0%
Services
Community/
Social/Personal 32.7% 3.9% 1.5% 4.5% 40.9% 4.7% 2.3% 8.4% 0.6% 0.4% 100.0%
Services

As shown in Table 23, this Occupational Level is dominated by the Black group, particularly Africans. The Community, Social
and Personal Services Sector remain the biggest employer of the African group, followed by Electricity, Gas and Water.
Females are mostly represented in the Catering, Accommodation and Other Trade Sector. This fits with the argument that
Females are still predominantly represented in specific gender stereotyped roles of which the said Sector has the most of
these roles. These roles are also by their very nature more service orientated and with the advancement of technology,
Women at this Level would be most vulnerable to terminations.

Table 24: Workforce profile at Skilled Technical level by Business Type

TABLE 24: WORKFORCE PROFILE AT SKILLED TECHNICAL LEVEL BY RACE, GENDER AND BUSINESS TYPE
FOREIGN
BUSINESS TYPES MALE FEMALE
NATIONAL TOTAL
BUSINESSES TYPE
African Coloured Indian White African Coloured Indian White Male Female
National Government 45.1% 7.2% 2.0% 9.6% 24.2% 3.6% 1.1% 7.1% 0.0% 0.0% 100.0%
Provincial Government 24.0% 2.5% 0.8% 1.6% 57.4% 6.4% 1.5% 5.2% 0.5% 0.3% 100.0%
Local Government 35.8% 13.1% 4.5% 7.3% 26.2% 7.1% 1.9% 4.0% 0.1% 0.1% 100.0%
Private Sector 33.9% 6.9% 3.9% 14.4% 17.8% 6.1% 3.2% 11.4% 1.9% 0.5% 100.0%
Non-Profit Organisation 26.3% 1.6% 2.2% 2.8% 53.3% 2.4% 5.6% 5.2% 0.4% 0.3% 100.0%
State Owned Companies 37.2% 3.3% 1.4% 8.6% 41.9% 2.2% 1.0% 3.8% 0.6% 0.2% 100.0%
Educational Institution 18.8% 5.2% 0.9% 6.5% 37.8% 8.1% 2.1% 18.1% 1.5% 1.0% 100.0%

Table 24 shows that Black representation in Government is higher, the African group in particular, with the representation
of African Females at 57.4% in provincial government at the skilled technical level. African Females also feature strongly
in Educational Institutions at 37.8%. Provincial Government, Non-Profit Organizations and State Owned Enterprises are the
largest employers of Africans at 81.4%, 79.6% and 79.1% respectively.

43
Table 25: Workforce Movement and Skills Development at Skilled Technical level

TABLE 25: WORKFORCE MOVEMENT AT SKILLED TECHNICAL LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
1 851
Workforce profile-all 604 833 110 182 55 790 203 336 508 858 103 080 50 912 181 510 25 373 7 262
136
employees
32.7% 6.0% 3.0% 11.0% 27.5% 5.6% 2.8% 9.8% 1.4% 0.4% 100.0%
Recruitment 33.6% 5.9% 2.9% 11.6% 25.7% 5.6% 2.6% 9.4% 1.9% 0.7% 100.0%
Promotion 34.7% 4.9% 1.8% 5.3% 39.1% 4.6% 1.7% 6.8% 0.8% 0.3% 100.0%
Terminations 34.0% 6.3% 3.1% 13.6% 21.8% 5.5% 2.6% 10.6% 1.9% 0.6% 100.0%
Skills development 43.6% 4.3% 2.3% 5.6% 30.9% 4.9% 2.1% 6.4% 0.0% 0.0% 100.0%

Table 25 shows a different pattern at Skilled Technical level in terms of opportunities in workforce movements compared
to the trends noted at the Top and Senior management as well as in the Professionally Qualified Levels. At the Skilled
Technical level, African Males and Females appear to have most recruitment opportunities and promotions. However, the
percentage of terminations of these individuals (African males and females) suggests that the increase in representation
is not sustained.

4.2.5 WORKFORCE PROFILE AT SEMI-SKILLED LEVEL BY RACE, GENDER AND DISABILITY

Figure 21: Workforce profile at Semi-skilled level by Race

2,3%
6,2%
3,1%
A

12,3% I

76,1% FN

Figure 21 presents a racial representation at Semi-Skilled Level and as can be expected, the highest representivity is of
the African group (76.1%). The White group (6.2%) is below its EAP distribution at this level.

44
Figure 22: Workforce profile at Semi-skilled level for Public and Private sectors by Race

90,0 84,2
Public
80,0
72,8
70,0 Private

60,0

% 50,0

40,0

30,0

20,0
11,1 9,6 13,7
10,0
1,8 1,6 2,7 2,3 0,2
0,0
African Coloured Indian White Foreign National

Figure 22 also demonstrates that Africans in both Private and Public Sectors are in the majority at this Level.

Figure 23: Workforce profile at Semi-skilled level by Gender

Male

42,8% Female

57,2%

Figure 23 shows that females are slightly under-represented (42.8%) in relation to their EAP distribution.

45
Figure 24: Workforce profile at Semi-skilled level for Public and Private sectors by Gender

Male
70,0
Female
59,8
60,0
53,3
50,0 46,7
40,2
% 40,0

30,0

20,0

10,0

0,0
Public Private

As can be seen in Figure 24, the Public Sector is more inclined to recruit Females at this level.

Figure 24: Workforce profile at Semi-skilled level by Gender

0,8%

Not disabled

Disabled

99,2%

As shown in Figure 25, the representation of persons with a disability at 0.8% is very low.

Table 26: Workforce profile at Semi-skilled level by Race, Gender for Persons with Disabilities

TABLE 26: WORKFORCE PROFILE AT SEMI-SKILLED LEVEL BY RACE, GENDER FOR PERSONS WITH DISABILITIES

MALE FEMALE FOREIGN NATIONAL


TOTAL
African Coloured Indian White African Coloured Indian White Male Female
40.3% 7.3% 2.6% 6.6% 26.1% 6.8% 2.0% 7.1% 1.0% 0.1% 100.0%

Table 26 above indicates that most persons with disabilities are African, with African Males being the
most represented at 40.3%

46
Table 27: Workforce profile at Semi-skilled level by Province

TABLE 27: WORKFORCE PROFILE AT SEMI-SKILLED LEVEL BY RACE, GENDER AND PROVINCE
FOREIGN
PROVINCES MALE FEMALE
NATIONAL TOTAL
PROVINCE
African Coloured Indian White African Coloured Indian White Male Female
Eastern Cape 43.6% 9.6% 0.2% 2.9% 32.7% 6.9% 0.2% 3.2% 0.6% 0.1% 100.0%
Free State 52.7% 2.9% 0.1% 4.8% 25.3% 2.3% 0.1% 7.0% 4.6% 0.2% 100.0%
Gauteng 51.3% 3.7% 1.2% 3.1% 29.2% 3.7% 1.2% 4.0% 2.3% 0.3% 100.0%
KwaZulu-Natal 44.9% 1.8% 5.7% 1.1% 36.2% 2.2% 5.4% 1.9% 0.7% 0.2% 100.0%
Limpopo 48.6% 0.2% 0.1% 0.9% 47.0% 0.2% 0.0% 1.1% 1.7% 0.2% 100.0%
Mpumalanga 59.3% 0.6% 0.1% 2.6% 30.0% 0.5% 0.1% 2.5% 4.0% 0.2% 100.0%
Northern Cape 40.1% 20.7% 0.1% 3.5% 17.3% 12.5% 0.1% 3.8% 1.2% 0.7% 100.0%
North West 50.9% 0.8% 0.0% 2.9% 31.8% 1.2% 0.1% 4.5% 7.5% 0.2% 100.0%
Western Cape 23.0% 16.8% 0.6% 2.2% 30.9% 20.0% 0.9% 4.0% 1.1% 0.4% 100.0%

Table 27 suggests an over-representation of the African group in all Provinces at the Semi-Skilled Level. The Western Cape
has the most representation of the African group at this level (53.9%). North West has a 7.7% representation of Foreign
Nationals followed by the Free State at 4.8%. Also worth noting is that although the gender representation is skewed
towards Males, African Females have the highest representation in all Provinces in relationship to the other Females.

Table 28: Workforce profile at Semi-skilled level by Sector

TABLE 28: WORKFORCE PROFILE AT SEMI-SKILLED LEVEL BY RACE, GENDER AND SECTOR
FOREIGN
MALE FEMALE
SECTORS NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
Agriculture 49.1% 14.7% 0.4% 2.4% 19.5% 7.4% 0.3% 3.5% 2.1% 0.6% 100.0%
Mining and Quarrying 70.4% 2.2% 0.1% 1.9% 9.3% 0.5% 0.1% 0.9% 14.6% 0.1% 100.0%
Manufacturing 51.7% 9.9% 3.0% 4.3% 17.2% 7.5% 1.8% 3.2% 1.3% 0.2% 100.0%
Electricity, Gas and Water 59.3% 6.3% 1.0% 3.7% 21.8% 2.4% 0.8% 4.1% 0.5% 0.1% 100.0%
Construction 71.9% 6.1% 0.7% 3.0% 11.3% 1.6% 0.5% 2.8% 1.8% 0.1% 100.0%
Retail and Motor Trade/Repair
27.6% 4.6% 1.4% 2.3% 48.5% 10.2% 1.7% 2.7% 0.5% 0.2% 100.0%
Service
Wholesale Trade/Commercial
41.8% 5.6% 2.2% 3.6% 30.8% 6.5% 2.6% 5.2% 1.3% 0.4% 100.0%
Agents/Allied Services
Catering/Accommodation/
33.8% 2.9% 0.6% 1.5% 48.6% 5.3% 0.8% 2.4% 2.7% 1.4% 100.0%
other trade
Transport/ Storage/
55.3% 7.7% 2.9% 3.8% 19.4% 3.6% 1.9% 3.5% 1.7% 0.2% 100.0%
Communications
Finance/Business Services 35.1% 5.3% 2.3% 3.0% 34.3% 9.1% 3.4% 6.6% 0.5% 0.3% 100.0%
Community/Social/Personal
41.4% 4.4% 0.9% 1.3% 40.3% 6.3% 1.1% 3.8% 0.3% 0.2% 100.0%
Services

Table 28, suggests that the Mining and Quarrying and the Electricity, Gas and Water Sectors have the highest representation
of Africans at 79.7% and 81.1% respectively. Note-worthy is the fact that while the Catering, Accommodation and Other
Trades has the most Female representation, they are also the second largest employer of Foreign Nationals at this Level
(4.1%). The largest employer of Foreign Nationals is the Mining and Quarrying Sector at 14.7%.

47
Table 29: Workforce profile at Semi-skilled level by Business Type

TABLE 26: WORKFORCE PROFILE AT SEMI-SKILLED LEVEL BY RACE, GENDER AND BUSINESS TYPE
FOREIGN
BUSINESS MALE FEMALE
NATIONALS TOTAL
TYPES
African Coloured Indian White African Coloured Indian White Male Female
National Government 45.9% 5.3% 0.8% 1.1% 39.0% 4.8% 0.7% 2.3% 0.1% 0.0% 100.0%
Provincial Government 30.6% 3.1% 0.5% 0.5% 57.9% 5.4% 0.6% 1.1% 0.1% 0.1% 100.0%
Local Government 44.6% 13.5% 3.0% 1.6% 25.3% 7.9% 1.6% 2.3% 0.0% 0.0% 100.0%
Private Sector 46.7% 6.0% 1.7% 2.9% 28.1% 6.3% 1.7% 3.8% 2.4% 0.3% 100.0%
Non-Profit Organisations 39.4% 3.0% 0.9% 1.1% 43.5% 5.2% 1.5% 3.2% 1.9% 0.3% 100.0%
State Owned Companies 52.4% 6.8% 0.9% 3.5% 30.1% 3.3% 0.6% 2.3% 0.0% 0.1% 100.0%
Educational Institutions 21.8% 7.6% 0.4% 2.8% 32.3% 19.8% 0.9% 13.1% 0.7% 0.5% 100.0%

As can be seen in Table 29, State Owned Enterprises employ the most Africans (82.5%) followed by Local Government at
69.9%. Educational Institutions have on the other hand the highest percentage of the White population in relations to the
other Business Types. Provincial Government employs the most African Females at this level (57.9%).

Table 30: Workforce Movement and Skills Development at Semi-skilled level

TABLE 30: WORKFORCE MOVEMENT AT SEMI-SKILLED LEVEL BY RACE AND GENDER


FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
1 081 742 2 396
Workforce profile-all 142 105 36 855 62 046 153 138 36 725 86 794 47 956 6 876
418 145 058
employees
45.1% 5.9% 1.5% 2.6% 31.0% 6.4% 1.5% 3.6% 2.0% 0.3% 100.0%
Recruitment 42.9% 6.3% 1.9% 3.3% 30.8% 7.7% 1.8% 3.7% 1.1% 0.4% 100.0%
Promotion 43.2% 6.0% 1.0% 1.7% 37.9% 5.4% 1.1% 2.1% 1.4% 0.3% 100.0%
Terminations 44.9% 6.7% 1.8% 3.5% 27.6% 7.8% 1.7% 4.1% 1.6% 0.4% 100.0%
Skills Development 46.2% 5.6% 1.7% 2.1% 33.3% 6.1% 1.9% 3.1% 0.0% 0.0% 100.0%

Skills development at this Level is predominantly afforded to the African Group. Recruitment and termination percentages
per race and gender tend to more or less write the impact of movement off at this Level.

4.2.6 WORKFORCE PROFILE AT UNSKILLED LEVEL BY RACE, GENDER AND DISABILITY

Figure 26: Workforce profile at Unskilled level by Race

1,2% 3,4%
0,8%

11,4%
A

83,2% W

FN

As shown in Figure 26, Blacks, Africans in particular are in the majority at this level.

48
Figure 27: Workforce profile at Unskilled level for Public and Private sectors by Race

100,0
86,0 Public
90,0
80,0 Private

70,0
61,7
60,0
% 50,0
40,0
30,0 28,3

20,0
12,5
9,0
10,0
0,8 0,6 0,6 0,4 0,0
0,0
African Coloured Indian White Foreign National

Africans dominate both the Public and Private Sectors at Unskilled level as depicted in Figure 27.

Figure 28: Workforce profile at Unskilled level by Gender

Male
40,7% Female

59,3%

Figure 28 shows males (59.3%) are more than females (40.7%) at this level

49
Figure 29: Workforce profile at Unskilled level for Public and Private sectors by Gender

70,0 Male
60,0 Female
60,0 56,3

50,0
43,7
40,0
40,0
%
30,0

20,0

10,0

0,0
Public Private

As shown in Figure 29, males are in the majority in both the Public (56.3%) and Private (60%) Sectors

Figure 30: Workforce profile at Unskilled level by Disability Status

0,8%

Not disabled

Disabled

99,2%

Figure 30 indicates that the percentage of Persons with Disabilities at the Unskilled level stands at 0.8%

Table 31: Workforce profile at Unskilled level by Race, Gender for Persons with Disabilities

TABLE 31: WORKFORCE PROFILE AT UNSKILLED LEVEL BY RACE, GENDER FOR PERSONS WITH DISABILITIES
MALE FEMALE FOREIGN NATIONAL
TOTAL
African Coloured Indian White African Coloured Indian White Male Female
45.4% 7.3% 2.6% 6.6% 26.1% 6.8% 2.0% 7.1% 1.0% 0.1% 100.0%

As shown in Table 31, the majority of persons with disabilities at the Unskilled level are African (71.5%)
followed by Coloured (14.1%) and White (13.7%).

50
Table 32: Workforce profile at Unskilled level by Province

TABLE 32: WORKFORCE PROFILE AT UNSKILLED LEVEL BY RACE, GENDER AND PROVINCE
FOREIGN
PROVINCES MALE FEMALE
NATIONAL TOTAL
PROVINCE
African Coloured Indian White African Coloured Indian White Male Female
Eastern Cape 48.4% 7.8% 0.1% 0.7% 35.3% 6.6% 0.0% 0.3% 0.7% 0.1% 100.0%
Free State 58.1% 2.8% 0.0% 1.1% 33.6% 1.7% 0.0% 0.8% 1.7% 0.2% 100.0%
Gauteng 55.6% 2.8% 0.4% 0.9% 33.2% 2.6% 0.2% 0.4% 3.3% 0.6% 100.0%
KwaZulu-Natal 51.8% 1.5% 2.0% 0.4% 40.7% 1.2% 1.3% 0.2% 0.7% 0.2% 100.0%
Limpopo 41.4% 0.4% 0.0% 0.6% 40.4% 0.9% 0.0% 0.2% 11.4% 4.7% 100.0%
Mpumalanga 55.6% 0.7% 0.0% 1.0% 35.9% 0.4% 0.0% 0.3% 4.9% 1.2% 100.0%
Northern Cape 45.0% 22.4% 0.1% 1.1% 17.9% 12.6% 0.0% 0.5% 0.4% 0.0% 100.0%
North West 59.6% 0.9% 0.1% 0.9% 32.9% 0.7% 0.0% 0.5% 4.0% 0.5% 100.0%
Western Cape 30.6% 18.3% 0.2% 0.7% 29.3% 18.0% 0.2% 0.5% 1.5% 0.6% 100.0%

Table 32 shows a similar pattern that can be seen in the data of the Semi-Skilled Occupational Level, i.e. Blacks are in the
majority at this level. This highlights the historical disadvantages for the designated groups, especially for Africans. Of
specific significance is the percentage of Foreign Nationals in the Limpopo Province followed by the Mpumalanga Province.

Table 33: Workforce profile at Unskilled level by Sector

TABLE 33: WORKFORCE PROFILE AT UNSKILLED LEVEL BY RACE, GENDER AND SECTOR
FOREIGN
MALE FEMALE
SECTORS NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
Agriculture 42.7% 8.6% 0.0% 0.4% 32.9% 8.7% 0.0% 0.1% 4.8% 1.8% 100.0%
Mining and Quarrying 69.0% 0.7% 0.0% 0.7% 14.7% 0.2% 0.0% 0.1% 13.6% 1.0% 100.0%
Manufacturing 54.5% 7.4% 1.3% 1.1% 26.3% 6.7% 0.7% 0.3% 1.4% 0.3% 100.0%
Electricity, Gas and Water 66.7% 4.8% 0.7% 1.9% 23.7% 1.5% 0.1% 0.2% 0.4% 0.1% 100.0%
Construction 72.5% 6.6% 0.2% 0.7% 16.3% 1.4% 0.1% 0.3% 1.8% 0.2% 100.0%
Retail and Motor Trade/
38.9% 4.9% 0.6% 1.0% 43.8% 8.2% 0.6% 0.5% 0.9% 0.4% 100.0%
Repair Service
Wholesale Trade/
Commercial Agents/Allied 45.3% 5.0% 0.9% 1.1% 39.6% 5.1% 0.7% 0.6% 1.4% 0.5% 100.0%
Services
Catering/
Accommodation/ 31.8% 2.9% 0.1% 0.6% 53.5% 6.7% 0.1% 0.7% 2.3% 1.3% 100.0%
other trade
Transport/ Storage/
64.6% 8.0% 0.8% 1.0% 21.1% 2.5% 0.2% 0.4% 1.1% 0.2% 100.0%
Communications
Finance/Business Services 40.1% 3.6% 0.3% 0.6% 48.2% 5.2% 0.3% 0.5% 0.8% 0.3% 100.0%
Community/
44.9% 6.4% 0.5% 0.7% 41.0% 4.9% 0.3% 0.7% 0.4% 0.2% 100.0%
Social/Personal Services

In Table 33, the racial dynamic mentioned above is demonstrated per Sector. Females at this Level are less in terms of
percentage distribution. The Mining and Quarrying Sector has a higher percentage of Foreign Nationals than all Coloured,
Indians and White groups put together. This is a course for concern. These South African Nationals are losing out on
opportunities to enter the job market within this Sector. For equitable representation, the Coloured, Indian and White
groups need to be increased to match their EAP distributions at this level.

51
Table 34: Workforce profile at the Unskilled level by Business Type

TABLE 34: WORKFORCE PROFILE AT UNSKILLED LEVEL BY RACE, GENDER AND BUSINESS TYPE
FOREIGN
MALE FEMALE
BUSINESS TYPES NATIONALS TOTAL
African Coloured Indian White African Coloured Indian White Male Female
National Government 45.4% 6.0% 0.3% 0.5% 43.2% 4.2% 0.1% 0.2% 0.0% 0.0% 100.0%
Provincial Government 36.6% 3.6% 0.3% 0.2% 55.0% 3.7% 0.2% 0.2% 0.0% 0.0% 100.0%
Local Government 54.0% 13.1% 0.9% 0.5% 27.1% 3.9% 0.2% 0.1% 0.0% 0.0% 100.0%
Private Sector 49.9% 5.5% 0.5% 0.8% 33.0% 5.6% 0.3% 0.4% 3.1% 0.7% 100.0%
Non-Profit Organisations 40.2% 3.8% 0.3% 0.5% 47.6% 5.4% 0.3% 0.6% 1.2% 0.2% 100.0%
State Owned Companies 65.5% 8.9% 0.1% 0.5% 22.6% 2.1% 0.0% 0.2% 0.0% 0.0% 100.0%
Educational Institutions 39.4% 9.9% 0.3% 1.6% 35.1% 9.8% 0.2% 2.0% 1.2% 0.6% 100.0%

The Business Type representation in Table 34, suggest similar pattern related to the previous tables around race and
gender. The Private Sector, Non-Profit Organisations and Educational Institutions are the Business Types have the biggest
contribution in the employment of Foreign Nationals.

Table 35: Workforce Movement and Skills Development at Unskilled level

TABLE 35: WORKFORCE MOVEMENT AT UNSKILLED LEVEL BY RACE AND GENDER


FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female
1 272
Workforce profile-all 628 331 74 778 6 741 10 193 431 314 69 806 4 075 4 930 34 547 8 255
970
employees
49.4% 5.9% 0.5% 0.8% 33.9% 5.5% 0.3% 0.4% 2.7% 0.6% 100.0%
Recruitment 48.4% 7.6% 0.6% 1.0% 32.8% 6.7% 0.4% 0.5% 1.5% 0.5% 100.0%
Promotion 44.3% 6.5% 0.4% 1.0% 40.2% 6.0% 0.4% 0.5% 0.6% 0.2% 100.0%
Terminations 49.6% 7.5% 0.5% 1.0% 31.4% 6.9% 0.3% 0.5% 1.7% 0.5% 100.0%
Skills Development 52.3% 6.4% 0.7% 1.1% 33.1% 5.5% 0.5% 0.4% 0.0% 0.0% 100.0%

Table 35 suggests that the population that is most favoured for Development and Training is the African group. However,
this needs to be understood within the context of the fact that the African Population has the highest representation at
this Level.

52
4.3. EMPLOYMENT EQUITY STATUS IN UNIVERSITIES1

This section provides an analysis of the progress made by the universities in implementing employment equity.

4.3.1 WORKFORCE PROFILE AT TOP MANAGEMENT LEVEL RACE, GENDER AND DISABILITY

Figure 31: Workforce profile at Top Management level at universities by Race

4,2% A

24,6% I

FN

50,0%

5,9%

15,3%

Figure 31 above shows that designated groups occupy more than two thirds at the top management level with Africans
comprising half (50.0%) of employees at universities. The White group makes up 24.6% of employees at this level, which is
two and half times their EAP, whilst 4.2% are foreign nationals. 2

Figure 32: Workforce profile at Top Management level at universities by Gender

30,5%

Male

Female

69,5%

As shown in Figure 32, males occupy the majority of positions at top management level in universities. They constitute
69.5% while females only account for 30,5% of all positions at this level.

1 Included are CPUT, CUT DUT, Mangosuthu, Mpumalanga, NWU, NMMU, RHODES, UCT, UFH, UFS, UJ, UKZN, UL, UNIZUL, UNISA,
UNIVEN UP, UWC, WITS, WSU, VUT, TUT, US
2

53
Figure 33: Workforce profile at Top Management level at universities for PWD by Race

0,9
0,8
0,8

0,7

0,6

% 0,5

0,4

0,3

0,2

0,1
0,0 0,0 0,0 0,0
0.0
African Coloured Indian White Foreign National

Figure 33 indicates that the there is only one person with a disability (0.8%) at the top management level in all the
universities, and this person happens to be white.

Figure 34: Workforce profile at Top Management level at universities for PWD by Gender

0,9
0,8
0,8

0,7

0,6

% 0,5

0,4
0,3

0,2

0,1
0,0
0,0
Male Female

As shown in Figure 34 that the person with a disability at the top management level at universities is a male.

54
Table 36: Workforce Movement and Skills Development at Top Management level by Race and Gender

TABLE 36: WORKFORCE MOVEMENT AT TOP MANAGEMENT LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female

Workforce profile-all 42 13 4 19 17 5 3 10 4 1 118


employees 35.6% 11.0% 3.4% 16.1% 14.4% 4.2% 2.5% 8.5% 3.4% 0.8% 100.0%
Recruitment 46.7% 13.3% 13.3% 13.3% 6.7% 0.0% 0.0% 0.0% 6.7% 0.0% 100.0%
Promotion 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0%
Terminations 27.8% 16.7% 5.6% 22.2% 16.7% 5.6% 0.0% 0.0% 5.6% 0.0% 100.0%
Skills Development 6.0% 8.6% 4.0% 37.3% 4.9% 4.1% 5.9% 29.3% 0.0% 0.0% 100.0%

According to Table 36 above, more than half (53.4%) of the employees recruited at the top management level at universities
were Africans with males making up 46.7%. In fact, 100% of all recruitment opportunities at this level went to males. In
term of terminations, mostly males were terminated, Africans in particular (27.8%) followed by Whites (22.2%), Coloured
(16.7%) and Indian (5.6%). No promotions were reported into this level as it is the upper most level of the organisation.
The majority of training opportunities were afforded to the White group both male (37.3%) and female (29.3%).

4.3.2 WORKFORCE PROFILE AT SENIOR MANAGEMENT LEVEL BY RACE, GENDER AND DISABILITY

Figure 35: Workforce profile at Senior Management level at universities by Race

9,8%
A
30,7% C

I
38,0% W

FN

10,8%

10,7%

The white group makes up 38.0% of the employees at the senior management level at universities, which is four times their
EAP. Africans constitute 30.7%, which is two and half times below their EAP. Coloureds constitute 10.8%, one percent above
their EAP, while Indians constitutes 10.7%, which is three and half times above their EAP and 9.8% were foreign nationals.

55
Figure 36: Workforce profile at Senior Management level at universities by Gender

33,4
Male

Female

66,6%

The data in Figure 36 suggests that two thirds (66.6%) of senior management positions are occupied by males, which is
above their EAP.

Figure 37: Workforce profile at Senior Management level at universities for PWD by Race

0,3

0,1

0,0 0,0 0,0

African Coloured Indian White Foreign National

Figure 37 shows that only three persons with disabilities are employed at the senior management level. Two are White
(0.3%) and one is African (0.1%).

56
Figure 38: Workforce profile at Senior Management level at universities for PWD by Gender

0,4

0,0
0,0
Male Female

Figure 38 reflects that all three persons with disabilities at the senior management at universities are male (0.4%).

Table 37: Workforce Movement and Skills Development at Senior Management Level by Race and Gender

TABLE 37: WORKFORCE MOVEMENT AT SENIOR MANAGEMENT LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female

Workforce profile-all 163 50 52 188 76 34 31 108 65 11 778


employees 21.0% 6.4% 6.7% 24.2% 9.8% 4.4% 4.0% 13.9% 8.4% 1.4% 100.0%
Recruitment 39.1% 2.9% 1.4% 8.7% 26.1% 2.9% 4.3% 8.7% 2.9% 2.9% 100.0%
Promotion 19.4% 16.1% 6.5% 12.9% 3.2% 6.5% 0.0% 16.1% 16.1% 3.2% 100.0%
Terminations 22.2% 6.2% 4.9% 23.5% 12.3% 2.5% 4.9% 13.6% 9.9% 0.0% 100.0%
Skills Development 11.9% 18.2% 1.3% 2.4% 15.8% 38.8% 1.8% 9.9% 0.0% 0.0% 100.0%

Table 37 shows that more than half (55.0%) of employees recruited at the senior management level at universities were
males. Africans (65.2%) in particular benefited from recruitment at this level.

Mostly males (71.0%) were afforded promotion opportunities at the senior management levels. The promotion opportunities
went to the White group at 29.0%. The African and the Coloured groups each afforded 22.6% while the Indian male group
was afforded 6.5% of the promotion opportunities. Of note is that no Indian females were promoted during the period
under review. What is of great concern is that foreign nationals were afforded 19.3% of the promotion opportunities.
With regards to terminations, the group that was terminated the most were males at 66.7%. The White group accounted
for 37.1% while the African group accounted for 34.5% of all terminations. Females were the beneficiaries of training
opportunities available at the senior management level, with Coloured females being the main beneficiaries at 38.8%.

57
4.3.3 WORKFORCE PROFILE AT PROFESSIONALLY QUALIFIED LEVEL BY RACE, GENDER AND DISABILITY

Figure 39: Workforce profile at the Professionally Qualified level at universities in 2016 by Race

12,1%

25,3%

I
47,8% 6,9%
W

FN
7,9%

Figure 39 above depicts that almost half (47.8%) of the employees at the professionally qualified at universities are White.
This is almost five times above their EAP, while Africans make up a quarter (25.3%) at this level, which is three times below
their EAP. They are followed by Indians (7.9%) who are more than two times their EAP and Coloureds (6.9%), who are far
below their EAP. Foreign nationals account for 12.1% of all the positions at this level.

Figure 40: Workforce profile at Professionally Qualified level at universities by Race

25,3%

I
47,8% 6,9%
W

FN
7,9%

As shown in Figure 40 males make up 54.1% of the employees at the professionally qualified level. It is encouraging that
within the Universities, females reflect their EAP at this level.

58
Figure 41: Workforce profile at Professionally Qualified level at universities for PWD by Race

0,8

0,2

0,1

0,0 0,0

African Coloured Indian White Foreign National

According to Figure 41, there were 0.8% employees with disabilities from the White group, 0.2% African and 0.1% foreign
nationals at the professionally qualified level.

Figure 42: Workforce profile at Professionally Qualified level at universities for PWD by Gender

0,9
0,8
0,8

0,7

0,6

% 0,5
0,4
0,4

0,3
0,2

0,1

0,0
Male Female

According to Figure 42, 0.8% of employees with disabilities were male and 0.4% females.

Table 38: Workforce movement and skills development at the professionally qualified level by race and gender

TABLE 38: WORKFORCE MOVEMENT AT THE PROFESSIONALLY QUALIFIED LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female

Workforce profile-all 1 904 493 523 3 379 1 616 459 579 3 256 1 222 460 13 891
employees 13.7% 3.5% 3.8% 24.3% 11.6% 3.3% 4.2% 23.4% 8.8% 3.3% 100.0%
Recruitment 23.1% 3.2% 2.2% 12.2% 18.6% 5.1% 2.4% 14.6% 13.0% 5.7% 100.0%
Promotion 13.2% 2.4% 2.2% 20.8% 10.3% 3.3% 4.3% 24.7% 13.0% 5.7% 100.0%
Terminations 15.4% 3.4% 2.7% 29.4% 9.0% 2.5% 1.8% 22.6% 9.5% 3.7% 100.0%
Skills Development 18.1% 6.8% 3.6% 16.1% 18.9% 7.2% 4.7% 24.6% 0.0% 0.0% 100.0%

59
More than half (53.7%) male and 46.4% females were recruited to universities at the professionally qualified level. Mostly
Africans (41.7%) followed by White (26.8%) and foreign nationals (18.7%) benefited from recruitment opportunities as
shown in Table 38.

In terms of promotion opportunities, 45.5% went to the White group, followed by the African group 23.5%, Indian group
6.5% and the Coloured group 5.7%. It is concerning to note that Foreign Nationals accounted for 13.5% of all promotional
opportunities at this level.

The same pattern is observed with regards to terminations; more males (60.4%) were terminated than females (39.6%).
The White group experienced the most terminations (52.0%), followed by Africans at 24.4%, Coloureds at 5.9% and the
Indian group at 4.5%.

Females (55.4%) were the most beneficiaries of skills development opportunities ahead of their male counterparts (44.6%).
The White group received most training opportunities (40.7%), followed by the African (37.0%), Coloured (14.0%) and the
Indian (8.3%) groups.

4.3.4 WORKFORCE PROFILE AT SKILLED TECHNICAL LEVEL BY RACE, GENDER AND DISABILITY

Figure 43: Workforce profile at Skilled Technical level at universities by Race

6,0%
A

C
41,6% I

W
31,3%
FN

6,1%
15,0%

Figure 43 shows that Africans constitute 41.6% of the employees at the skilled technical level at universities. They are
followed by the White group at 31.3%, who are more than three times their EAP, Coloured (15.0%), and Indian (6.1%), also
above their EAP. Foreign Nationals constitute 6.0% of employees at this level.

60
Figure 44: Workforce profile at Skilled Technical level at universities by Gender

Male

Female

58,9%

41,1%

The picture in Figure 44 depicts females as the most represented (58.9%) at the skilled technical level at universities,
which is very encouraging. It confirms that there is a pool of suitably qualified women, readily available for promotion into
the higher occupational levels of the universities.

Figure 45: Workforce profile at Skilled Technical level at for PWD by Race

0,6

0,5
0,5

0,4
%
0,3

0,2
0,2

0,1 0,1
0,1

0,0
0,0
African Coloured Indian White Foreign National

According to Figure 45, there were 0.5% White persons with disabilities at the skilled technical level at universities in 2016.
This is followed by 0.2% Africans, and Coloured and Indian accounting for 0.1% each.

61
Figure 46: Workforce profile at Skilled Technical level at universities for PWD by Gender

0,6

0,5 0,5
0,5

0,4

% 0,3

0,2

0,1

0,0
Male Female

As shown in Figure 46, there was equal proportion of 0.5% for both male and female persons with disabilities at the skilled
technical level.

Table 39: Workforce Movement and Skills Development at Skilled Technical level by Race and Gender

TABLE 39: WORKFORCE MOVEMENT AT SKILLED TECHNICAL LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female

Workforce profile-all 6 476 1 854 782 3 597 7 694 3 248 1 278 7 054 1 279 780 34 042
employees 19.0% 5.4% 2.3% 10.6% 22.6% 9.5% 3.8% 20.7% 3.8% 2.3% 100.0%
Recruitment 17.0% 6.7% 1.0% 8.0% 21.2% 15.3% 2.8% 16.4% 5.8% 5.8% 100.0%
Promotion 22.6% 9.0% 2.7% 7.8% 22.1% 11.7% 2.1% 15.1% 4.1% 2.9% 100.0%
Terminations 12.0% 7.6% 1.2% 12.0% 16.0% 15.7% 2.9% 21.7% 5.1% 5.8% 100.0%
Skills Development 16.0% 9.9% 1.8% 9.4% 18.2% 16.5% 3.2% 25.0% 0.0% 0.0% 100.0%

Table 39 shows more females were recruited into employment (61.5%) than males (38.5%) at universities at the skilled
technical level. The beneficiaries were mostly the Black group at 64% with Africans constituting 38.2%, Coloureds 22% and
the Indians 3.8%. The White group accounts for 24.4% of the population and foreign nationals 11.6%.

Just more than half (53.9%) of the females benefited from promotion opportunities at the skilled technical level. The
Black group had the most opportunities (70.2%), with Africans (44.7%) benefiting the most followed by the Coloured group
(20.7%). The White group received 22.9% of the promotion opportunities at this level.

More females (62.1%) were terminated while 37.9% were males. The White group had (33.7%) employees terminated,
followed by 28% African and 23.3% Coloured employees.

Females benefited the most from skills development as 62.9% of them were exposed to training opportunities. Although
there were more Africans at this level, more Whites (34.4%) received training than Africans (34.2%).

62
4.3.5. WORKFORCE PROFILE AT SEMI-SKILLED LEVEL BY RACE, GENDER AND DISABILITY

4.3.5. Workforce Profile at Semi-Skilled level by Race, Gender and Disability

1,8%
11,9%

2,5% A

W
17,7% 66,1%
FN

Figure 47 shows that more than two thirds of the workforce at the semi-skilled level at universities is African (66.1%).
Although they are mostly represented, they still fall short of their EAP. They were followed by the Coloured group at 17.7%.
On the other hand, the White group constituted 11.9% and Indians at 0.3%.

Figure 48: Workforce profile at the Semi-skilled level at universities in 2016 by gender

Male

Female
53,3%

46,7%

As depicted in Figure 48, females represent more than half (53.3%) of the employees at the semi-skilled level at universities
and at this rate they are above their EAP. This is while their male counterparts make up 46.7% of the employees at this
level, which make them under-represented by (8.5%) in comparison to their EAP.

63
Figure 49: Workforce profile at Semi-skilled level at universities for PWD by Race

0,3 0,3

0,2

0,0 0,0

African Coloured Indian White Foreign National

According to Figure 49, there is an equal representation of African and White persons with disabilities at the semi-skilled
level at universities at 0.3%. They are followed by the Coloured group at 0.2% representation.

Figure 50: Workforce profile at Semi-skilled level at universities for PWD by Gender

0,4 0,4

Male Female

Figure 50 also shows an equal representation of male and female persons with disabilities at the semi-skilled level at 0.4%.

Table 40: Workforce movement and skills development at the semi-skilled level by race and gender

TABLE 40: WORKFORCE MOVEMENT AT THE SEMI-SKILLED LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female

Workforce profile-all 3 285 747 106 307 3 122 972 133 845 79 91 9 687
employees 33.9% 7.7% 1.1% 3.2% 32.2% 10.0% 1.4% 8.7% 0.8% 0.9% 100.0%
Recruitment 22.9% 7.7% 1.0% 5.8% 30.4% 11.7% 1.7% 12.2% 3.3% 3.2% 100.0%
Promotion 23.6% 9.0% 2.1% 4.9% 23.6% 10.4% 0.7% 22.2% 1.4% 2.1% 100.0%
Terminations 21.2% 8.2% 1.1% 6.4% 28.7% 11.0% 1.5% 15.1% 3.5% 3.4% 100.0%
Skills Development 31.3% 5.7% 5.2% 2.5% 32.5% 8.2% 8.1% 6.6% 0.0% 0.0% 100.0%

According to Table 40, females were the mostly recruited at the semi-skilled level at universities as 58.1% of them secured
employed during 2016. Africans 53.3% were the most beneficiaries of employment opportunities at this level.

64
More females were promoted (59.0%) compared to 41.0% at the semi-skilled level in 2016. About 47.2% of Africans
benefitted from promotion opportunities during the period under review. The White group accounted for 27.1% of the
opportunities and Coloureds 19.4%.

When looking at terminations, the African group were the most affected by terminations at 49.9%, followed by the Whites
at 21.5% and Coloureds at 19.2%. Generally, more females (59.7%) bore the brunt of terminations at the semi-skilled level
at universities.

Females benefitted the most from skills development opportunities as 55.4% of them were trained compared to their male
counterparts. Africans accounted for 63,8% of the skills development opportunities, followed by the White group at 21.5%
and the Coloured group at 19.2%.

4.3.6. WORKFORCE PROFILE AT UNSKILLED LEVEL BY RACE, GENDER AND DISABILITY

Figure 51: Workforce profile at Unskilled level at universities by Race

C
11,2%
I

0,9% W
2,7% FN
79,6%

5,6%

Figure 51 shows an overwhelming majority of African representation (79.6%) at universities thereby exceeding their EAP
at the unskilled level. The Coloured group representation at 11.2% has also surpassed their EAP while the representation
of White (2.7%) and Indian (0.9%) groups are far below their EAP.

Figure 52: Workforce profile at Unskilled level at universities by Gender

Male

Female
48,5%

51,5%

The representation of females at the unskilled level at universities is at 48.5% which exceeds their EAP compared to 51.5%
males as shown in Figure 52.

65
Figure 53: Workforce profile at Unskilled level at universities for PWD by Race

0,4

%
0,1

0,0 0,0 0,0

African Coloured Indian White Foreign National

Figure 53 above depicts an African (0.4%) and White (0.1%) representation of persons with disabilities at the unskilled
level at universities.

Figure 54: Workforce profile at Unskilled level at universities for PWD by Gender

0,4

%
0,1

Male Female

As shown in Figure 54, universities had 0.4% male and 0.1% female representation of persons with disabilities at the
unskilled level in 2016.

66
Table 41: Workforce Movement and Skills Development at Unskilled Level by Race and Gender

TABLE 41: WORKFORCE MOVEMENT AT THE UNSKILLED LEVEL BY RACE AND GENDER
FOREIGN
MALE FEMALE
NATIONAL TOTAL
African Coloured Indian White African Coloured Indian White Male Female

Workforce profile-all 2472 315 35 108 2397 372 19 58 219 124 6119
employees 40.4% 5.1% 0.6% 1.8% 39.2% 6.1% 0.3% 0.9% 3.6% 2.0% 100.0%
Recruitment 54.5% 2.1% 0.3% 0.9% 39.3% 1.3% 0.9% 0.4% 0.3% 0.1% 100.0%
Promotion 32.8% 6.9% 0.3% 5.1% 39.0% 10.7% 0.1% 4.6% 0.3% 0.4% 100.0%
Terminations 33.7% 8.0% 0.3% 3.5% 37.4% 11.2% 0.2% 5.2% 0.2% 0.3% 100.0%
Skills Development 52.0% 6.2% 0.5% 1.9% 26.6% 7.0% 1.0% 4.8% 0.0% 0.0% 100.0%

Table 41 above shows that Africans were mostly recruited (93.8%) at the unskilled level at universities with 54.5% males
benefitting from employment opportunities compared to 39.3% females.

More than half of the females (54.8%) benefitted from promotion opportunities at the unskilled level at universities, with
African females benefitting the most (39.0%).

Africans were also the most terminated from their services at universities in 2016, where African females were the most
casualties (37.4%)

The majority of Africans (78.6%) were exposed to skills development with more than half (52.0%) of males benefitting from
training opportunities.

67
5 WORKFORCE PROFILE
BETWEEN 2014 AND 2016

68
5. WORKFORCE PROFILE BETWEEN 2014 AND 2016
The following section of the report contains a trend analysis of the workforce profile of employees between 2014 and
2016 for Top Management, Senior Management, Professionally Qualified, Skilled Technical, Semi-skilled and Unskilled
occupational levels.

5.1. WORKFORCE PROFILE AT TOP MANAGEMENT LEVEL BETWEEN 2014 & 2016 BY RACE, GENDER
AND DISABILITY

Figure 55: Workforce profile at Top Management level by Race

80 2014
70,0
70 68,9 68,4 2015

2016
60

50
%
40

30

20
13,6 14,3 14,4
10 8,4 8,6 8,9
4,7 4,7 5,0 3,4 3,5 3,4
0
African Coloured Indian White Foreign National

Figure 55 indicates the highest increase in Top Management to be amongst the White population group in that this
representation increased approximately seven times the Economically Active Population (EAP) distribution between 2014-
2016. Over the same period, the Foreign National representation also increased and Indians representation, although
showing a slight decrease, still remain at approximately three times their EAP distribution at this level. African and
Coloured representation on the other hand seems to have decreased over this period at this level.

Figure 56: Workforce profile at Top Management level by Gender


Male
90 Female
79,1 78,6 78,0
80

70

60
% 50

40

30
20,9 21,4 22,0
20

10

0
2014 2015 2016

Figure 56 shows female representation remains very low with the status static for the 2014 to 2016 period. Male
representation on the other hand remains comparatively high with very little change in the status quo.

69
Figure 57: Workforce profile at Top Management level by Disability status

No Disability

Disability
120,0

98,3 98,3 98,8


100,0

80,0

%
60,0

40,0

20,0

1,7 1,7 1,2


0,0
2014 2015 2016

Figure 57 shows the level of disability representation which remained extremely low indicating a decrease in representation
at the Top Management level from 2014 to 2016.

5.2 WORKFORCE PROFILE AT SENIOR MANAGEMENT LEVEL BETWEEN 2014 & 2016 BY RACE, GENDER AND
DISABILITY

Figure 58: Workforce profile at Senior Management by Race

70,0 2014
59,3 58,1
60,0 57,1 2015

50,0 2016

40,0
%
30,0
21,2 21,9
20,5
20,0
10,4
7,6 9,9 10,2
10,0 7,2 7,4
3,1 3,1 3,0
0,0
African Coloured Indian White Foreign National

Figure 58 shows that the largest increase at Senior Management level between 2014 to 2016 to be at White representation
i.e. approximately six times their Economically Active Population (EAP) distribution. Over the same period, the Foreign
National representation also increased and Indian representation, although showing a level of decrease, still remain
at approximately three times the EAP distribution for these groups at this level. African and Coloured representation
decreased over this period at this level.

70
Figure 59: Workforce profile at Senior Management level by Gender

Male
80,0 Female

70,0 67,9 67,6 66,7

60,0

50,0

% 40,0
32,1 32,4 33,3
30,0

20,0

10,0

0,0
2014 2015 2016

Figure 59 shows female representation to be about two-thirds of their EAP distribution from 2014 to 2016 with a very flat
trajectory at the Senior Management level and male representation remained very high with a static trajectory for the
same period.

Figure 60: Workforce profile at Senior Management level by Disability Status

No Disability

Disability
120,0

98,3 98,6 98,9


100,0

80,0

%
60,0

40,0

20,0

1,7 1,4 1,1


0,0
2014 2015 2016

Figure 60 shows disability representation remained very low and with a decreasing representation at the
Senior Management level (2014 to 2016).

71
5.3 WORKFORCE PROFILE AT PROFESSIONALLY QUALIFIED LEVEL BETWEEN 2014 & 2016 BY RACE,
GENDER AND DISABILITY

Figure 61: Workforce profile at Professionally Qualified by Race

2014
45,0
41,2 41,5 41,9 2015
40,0 38,0 37,5
36,7
2016
35,0

30,0
%
25,0

20,0

15,0

10,0 9,5 9,4 9,7 9,1 8,5 8,5

5,0
2,7 2,8 2,8
0,0
African Coloured Indian White Foreign National

Figure 61 shows a decline in the representation of the White and Indian groups at the Professionally Qualified level whilst
the representation of the African and Coloured groups has shown a gradual increase at this level.

Figure 62: Workforce profile at Professionally Qualified level by Gender

Male

Female
60,0 57,1
53,9 54,4

50,0 46,1 45,6


42,9
40,0

% 30,0

20,0

10,0

0,0
2014 2015 2016

Figure 62 shows that the representation of both the male and female groups more aligned to the respective EAP distribution
in the workplace.

72
Figure 63: Workforce profile at Professionally Qualified leve by Disability Status

No Disability

Disability
120,0

98,6 98,7 98,1


100,0

80,0

%
60,0

40,0

20,0

1,4 1,3 0,9


0,0
2014 2015 2016

Figure 63 indicates a significant decrease in disability representation for the 2016 reporting period at the Professionally
Qualified level.

5.4 WORKFORCE PROFILE AT SKILLED TECHNICAL LEVEL BETWEEN 2014 & 2016 BY RACE
GENDER AND DISABILITY

Figure 64: Workforce profile at Skilled Technical level by Race

2014
70,0
2015
60,2
60,0 58,5 58,8 2016

50,0

40,0
%
30,0
22,7 22,0
20,8
20,0
11,4 11,6 11,5
10,0
5,8 5,9 5,8
1,7 1,7 1,8
0,0
African Coloured Indian White Foreign National

Figure 64 shows that representation of the African, Indian and Coloured groups at the Skilled Technical level has gradually
increased, while the representation of the White group has shown a steady decrease at the Skilled level.

73
Figure 65: Workforce profile at Skilled Technical level by Gender
Male

Female
60,0
54,7 54,8 54,0

50,0 45,3 45,2 46,0

40,0

% 30,0

20,0

10,0

0,0
2014 2015 2016

Figure 65 shows that the representation of both the male and female groups as aligned to their respective EAP distribution
in the workplace.

Figure 66: Workforce profile at Skilled Technical level by Disability Status


No Disability

Disability
120,0

98,7 98,7 99,1


100,0

80,0

%
60,0

40,0

20,0

1,3 1,3 0,9


0,0
2014 2015 2016
Figure 66, shows a significant drop in disability representation for the 2016 reporting period at the skilled level.

74
5.5 WORKFORCE PROFILE AT SEMI-SKILLED TECHNICAL LEVEL BETWEEN 2014 & 2016 BY RACE, GENDER
AND DISABILITY

Figure 67: Workforce profile at Semi-skilled level by Race

80,0 75,3 76,0 76,1 2014

70,0 2015

60,0 2016

50,0
% 40,0

30,0

20,0
12,3
12,0 12,2
10,0 7,2 6,5 6,2
3,1 3,0 3,1 2,3 2,2 2,3
0,0
African Coloured Indian White Foreign National

Figure 67 shows that the historic status quo has largely remained unchanged in that the African group representation
dominates at this level. A significant growth in the level of Foreign National representation at the Semi-skilled level is
however noted.

Figure 68: Workforce profile at Semi-skilled level by Gender

Male
70,0 Female

60,0 58,2 57,2


53,9
50,0 46,1
41,8 42,8
40,0

% 30,0

20,0

10,0

0,0
2014 2015 2016

Once again, in terms of Figure 68 the male and female groups seem to be very aligned to their EAP distribution.

75
Figure 69: Workforce profile at Semi-skilled level by Disability Status

No Disability

Disability
120,0

98,7 98,9 99,2


100,0

80,0

%
60,0

40,0

20,0

1,3 1,1 0,8


0,0
2014 2015 2016

Figure 69 shows that the representation of persons with disability remains consistently low at the lower occupational
levels.

5.6 WORKFORCE PROFILE AT UNSKILLED LEVEL BETWEEN 2014 & 2016 BY RACE, GENDER AND
DISABILITY

Figure 70: Workforce profile at Unskilled level by Race

100,0 2014
83,8 83,3 83,3 2015
80,0
2016

60,0
%
40,0

20,0
10,9 11,2 11,3
0,9 0,8 0,8 1,2 1,2 1,2 3,1 3,5 3,3
0,0
African Coloured Indian White Foreign National

Figure 70 indicates that African representation is dominant at this level, and the increase in Foreign Nationals employment
shows a significant growth.

76
Figure 71: Workforce profile at Unskilled level by Gender

Male

Female
70,0
62,1
60,0 59,3
54,8
50,0 45,2
40,7
40,0 37,9

%
30,0

20,0

10,0

0,0
2014 2015 2016

Figure 71 shows that Female representation at the Unskilled level continues to show some increase although slight.

Figure 72: Workforce profile at Unskilled level by Disability Status

No Disability

Disability
120,0

98,6 99,9 99,2


100,0

80,0

%
60,0

40,0

20,0

1,4 0,1 0,8


0,0
2014 2015 2016

Figure 72 shows that disability continues to drop even at the Unskilled Level.

77
6 CONCLUDING
REMARKS

78
6. CONCLUDING REMARKS

PROFILE AT TOP MANAGEMENT LEVEL IN TERMS OF RACE, GENDER, DISABILITY AND BY PROVINCE,
SECTOR AND BUSINESS TYPE

At Top Management Level, White group representation (68.5%) continues to dominate followed by the Indian group
(8.9%) compared to the EAP distribution An emerging trend in the increase in employment of Foreign Nationals (3.5%)
at this level, is noted, particularly in the Private Sector. This trend analysis has to be interpreted and compared to the
increase in Multinational operations in the country. Female representation at Top Management level has remained largely
unchanged with just over 20% for the last three reporting periods. This remains a concern for the CEE because an equitable
representation of women at this strategic decision making level at the status quo is likely to have an adverse effect on the
equitable representation of women at every other occupational level.

Comparing the representation of all population groups, at this level, it is apparent that representation amongst White
Male and Female groups dominates representation at this level in all provinces. The highest representation of this group
is noted in the Western Cape ( 76.6%) and in the Free State ( 72, 1%) at for The CEE notes that the White Female group
represent more than the combined number of designated Female groups at this level across all Provinces. This trend is
indicated in all Sectors of the economy.

Further analysis into the level of representation in various business sectors, it is apparent that representation of the
White population group has remained largely dominant at this level for the Private Sectors as well as and Educational
Institutions. The continued high rate at which the White group appears to be afforded preferential levels of recruitment,
promotion and training opportunities at this level is of concern. This trend renders it highly unlikely to achieve equitable
representation at this level in the near future.

PROFILE AT SENIOR MANAGEMENT LEVEL IN TERMS OF RACE, GENDER, DISABILITY AND BY PROVINCE,
SECTOR AND BUSINESS TYPE

At Top Management Level, the White group (58.1%) remains the majority representation at this level, followed by the
Indian group (10.6%) compared to the EAP distribution. The trend in the increasing levels of representation of Foreign
Nationals (3.1%) r at this level remains the same as at all other levels and it is particularly noticeable in the Private Sector.
Female representation at this level remained largely unchanged with just above 30% for the past three reporting periods.
Equitable representation of women at this strategic decision making level is highly unlikely given this trend.

Comparing the representation of all population groups at this level, it is apparent that the majority representation of the
White group is prevalent in all provinces. The CEE notes that at this level too, White Females representation is more than
the total level of representation of designated Female groups in almost all Provinces.

A similar scenario is detected when viewing the representation of Senior Management Level in relation to the White groups
in all Sectors of the economy and Business Types Business, in particular, Private Sector and Educational Institutions. This
clear preference in trend manifests in the the recruitment and promotion patterns adopted, especially by the Private
Sector.

PROFILE AT PROFESSIONALLY QUALIFIED/MIDDLE MANAGEMENT LEVEL IN TERMS OF RACE, GENDER, DISABILITY AND
BY PROVINCE, SECTOR AND BUSINESS TYPE

A positive trend towards equitable sourcing and the trend depicts representation is noted for the first time at Professionally
Qualified/ Middle Management Level. The CEE interprets this trend as positive towards reaching an equitable representation
at Senior Management Level.

Gender representation between male and female groups appear to be somewhat more closely aligned to the EAP distribution
and this trend is likely to be maintained. The trend is evident in provinces and across all economic sectors.

79
PROFILE AT SKILLED TECHNICAL/JUNIOR MANAGEMENT LEVEL IN TERMS OF RACE, GENDER, DISABILITY AND BY
PROVINCE, SECTOR AND BUSINESS TYPE

At Skilled Technical/ Junior Management Level, a positive move towards equitable representation across all population
groups in relation to the EAP distribution is noted.
The drastic increase in representation of Foreign National representation between 2014 to 2016 at this level is in need of
further analysis. The CEE is concerned that this trend is contrary to employment legislation seeking to govern migrant
labour and employment regulations, such as skills transfer programmes.

PROFILE AT SEMI-SKILLED LEVEL IN TERMS OF RACE, GENDER, DISABILITY AND BY PROVINCE, SECTOR AND BUSINESS TYPE

At Semi-Skilled Level, the Black group, in particular Africans and Coloureds, accounts for the highest representation. This is
interpreted with full cognisance of the history of South Africa and the objectives of Equity legislation. The representation
of women at this level still needs improvement towards equitable access and representation in the workplace.

REFERENCES
Department of Labour (2015). 15th Commission for Employment Equity Annual Report 2014-15, Pretoria
Department of Labour (2016). 16th Commission for Employment Equity Annual Report 2015-16, Pretoria
Department of Labour (2015). Code of Good Practice on the employment of Persons with Disabilities, Pretoria
Gallup & ILO (2017). Towards a better future for women and work: Voices of men and women, Geneva.
South Africa (2013). Employment Equity Amendment Act, No. 47, Government Printer, Pretoria.
Statistics South Africa (2016). Quarterly Labour Force Survey, Quarter 3, Pretoria.

80
APPENDIX A:
WORKFORCE PROFILE BETWEEN 2014 AND 2016 BY RACE, GENDER,
DISABILITY AND PROVINCE, SECTOR AND BUSINESS TYPES

PROVINCE
TABLE 42: WORKFORCE PROFILE FOR THE EASTERN CAPE BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 13.3% 4.7% 1.7% 59.4% 4.2% 1.6% 0.4% 12.1% 2.2% 0.3% 100.0%
2015 12.7% 4.8% 2.2% 58.0% 5.4% 1.9% 0.6% 12.3% 1.9% 0.2% 100.0%
2016 11.9% 4.3% 2.3% 58.7% 4.9% 2.1% 0.6% 13.3% 1.7% 0.1% 100.0%
Senior Management
2014 16.8% 5.2% 2.4% 43.2% 9.2% 2.5% 0.8% 17.9% 1.5% 0.5% 100.0%
2015 17.1% 6.1% 2.1% 42.4% 10.0% 2.8% 0.9% 16.7% 1.5% 0.4% 100.0%
2016 17.3% 5.7% 2.0% 41.3% 10.7% 3.0% 0.9% 17.1% 1.8% 0.4% 100.0%
Professionally Qualified
2014 26.2% 6.2% 1.0% 16.1% 33.4% 4.0% 0.6% 10.9% 1.2% 0.4% 100.0%
2015 23.1% 3.5% 0.5% 6.9% 52.9% 4.2% 0.4% 6.9% 1.2% 0.5% 100.0%
2016 23.1% 3.6% 0.6% 6.7% 52.7% 4.3% 0.4% 7.1% 1.2% 0.5% 100.0%
Skilled Technical
2014 26.2% 6.4% 0.5% 8.8% 45.0% 4.9% 0.4% 6.9% 0.7% 0.3% 100.0%
2015 27.1% 8.3% 0.6% 11.3% 36.0% 6.8% 0.5% 8.3% 0.8% 0.2% 100.0%
2016 26.7% 8.4% 0.6% 11.1% 36.2% 6.8% 0.5% 8.3% 0.9% 0.3% 100.0%
Semi-skilled
2014 44.3% 11.2% 0.3% 3.9% 27.2% 7.8% 0.3% 4.4% 0.5% 0.1% 100.0%
2015 43.0% 9.6% 0.3% 2.9% 33.0% 6.9% 0.2% 3.5% 0.5% 0.1% 100.0%
2016 43.6% 9.6% 0.2% 2.9% 32.7% 6.9% 0.2% 3.2% 0.6% 0.1% 100.0%
Unskilled
2014 52.4% 8.9% 0.1% 0.8% 29.7% 7.2% 0.0% 0.4% 0.5% 0.1% 100.0%
2015 48.3% 8.4% 0.1% 0.8% 34.5% 6.8% 0.0% 0.3% 0.6% 0.1% 100.0%
2016 48.4% 7.8% 0.1% 0.7% 35.3% 6.6% 0.0% 0.3% 0.7% 0.1% 100.0%

TABLE 43: WORKFORCE PROFILE FOR THE FREE STATE BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 17.8% 1.8% 1.4% 59.2% 7.0% 0.3% 0.4% 11.9% 0.1% 0.1% 100.0%
2015 18.4% 2.1% 1.5% 56.9% 7.6% 0.2% 0.5% 12.0% 0.3% 0.4% 100.0%
2016 17.3% 1.7% 1.1% 60.1% 6.8% 0.3% 0.2% 12.0% 0.3% 0.2% 100.0%
Senior Management
2014 21.2% 2.8% 1.3% 45.0% 8.9% 1.1% 0.5% 18.1% 0.9% 0.3% 100.0%
2015 20.5% 3.6% 1.0% 44.8% 10.0% 1.4% 0.4% 17.2% 1.0% 0.3% 100.0%
2016 22.4% 3.3% 0.9% 42.8% 10.4% 1.6% 0.4% 17.2% 0.9% 0.2% 100.0%
Professionally Qualified
2014 24.3% 2.7% 0.8% 27.6% 21.1% 1.8% 0.4% 18.8% 1.8% 0.8% 100.0%
2015 28.9% 3.3% 0.8% 30.6% 15.9% 1.5% 0.3% 17.5% 1.0% 0.3% 100.0%
2016 29.0% 3.3% 0.8% 29.1% 16.5% 1.7% 0.3% 17.6% 1.3% 0.4% 100.0%
Skilled Technical
2014 31.6% 1.9% 0.2% 9.9% 39.6% 2.1% 0.1% 13.7% 0.8% 0.2% 100.0%
2015 33.9% 1.9% 0.2% 10.2% 37.1% 1.7% 0.2% 13.9% 0.8% 0.2% 100.0%
2016 34.9% 2.0% 0.1% 10.3% 36.5% 1.7% 0.2% 13.3% 0.9% 0.2% 100.0%
Semi-skilled
2014 49.5% 3.1% 0.1% 4.5% 30.3% 2.2% 0.1% 6.5% 3.6% 0.1% 100.0%
2015 50.6% 2.9% 0.1% 5.1% 27.6% 2.0% 0.2% 7.2% 4.1% 0.2% 100.0%
2016 52.7% 2.9% 0.1% 4.8% 25.3% 2.3% 0.1% 7.0% 4.6% 0.2% 100.0%
Unskilled
2014 59.4% 3.3% 0.0% 0.7% 30.6% 1.5% 0.0% 0.6% 3.6% 0.2% 100.0%
2015 58.6% 2.6% 0.0% 1.0% 29.0% 4.1% 0.0% 0.7% 3.6% 0.3% 100.0%
2016 58.1% 2.8% 0.0% 1.1% 33.6% 1.7% 0.0% 0.8% 1.7% 0.2% 100.0%

81
TABLE 44: WORKFORCE PROFILE FOR GAUTENG BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 9.7% 1.9% 5.9% 57.0% 4.8% 1.0% 2.1% 13.2% 3.9% 0.6% 100.0%
2015 9.8% 1.9% 5.9% 56.1% 5.1% 1.1% 2.2% 13.1% 4.1% 0.7% 100.0%
2016 9.7% 1.9% 6.0% 55.2% 5.4% 1.2% 2.4% 13.5% 4.0% 0.7% 100.0%
Senior Management
2014 13.5% 3.2% 6.3% 41.6% 7.9% 1.8% 3.2% 18.7% 2.8% 0.9% 100.0%
2015 13.8% 3.3% 6.5% 40.4% 8.2% 1.9% 3.5% 18.7% 2.8% 0.9% 100.0%
2016 14.1% 3.2% 6.5% 39.3% 8.7% 2.0% 3.6% 18.9% 2.7% 0.9% 100.0%
Professionally Qualified
2014 18.9% 3.9% 5.5% 28.1% 15.5% 3.3% 4.2% 17.6% 2.2% 0.8% 100.0%
2015 19.2% 3.8% 5.5% 26.6% 16.6% 3.3% 4.2% 17.7% 2.2% 0.8% 100.0%
2016 20.3% 4.0% 5.5% 26.8% 15.4% 3.3% 4.2% 17.5% 2.3% 0.9% 100.0%
Skilled Technical
2014 35.5% 5.0% 3.0% 15.1% 21.2% 4.2% 2.6% 11.7% 1.3% 0.4% 100.0%
2015 35.7% 4.7% 2.9% 14.0% 23.0% 4.2% 2.6% 11.2% 1.3% 0.4% 100.0%
2016 36.7% 4.6% 2.9% 13.2% 23.4% 4.1% 2.5% 10.8% 1.4% 0.4% 100.0%
Semi-skilled
2014 51.0% 3.6% 1.2% 3.3% 28.6% 3.7% 1.2% 4.7% 2.4% 0.3% 100.0%
2015 51.5% 3.7% 1.2% 3.1% 29.0% 3.7% 1.2% 4.1% 2.3% 0.3% 100.0%
2016 51.3% 3.7% 1.2% 3.1% 29.2% 3.7% 1.2% 4.0% 2.3% 0.3% 100.0%
Unskilled
2014 58.5% 2.5% 0.4% 1.0% 30.9% 2.3% 0.2% 0.4% 3.4% 0.4% 100.0%
2015 58.0% 2.7% 0.4% 1.0% 30.8% 2.5% 0.2% 0.4% 3.5% 0.5% 100.0%
2016 55.6% 2.8% 0.4% 0.9% 33.2% 2.6% 0.2% 0.4% 3.3% 0.6% 100.0%

TABLE 45: WORKFORCE PROFILE FOR KWAZULU-NATAL BY RACE AND GENDER


FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 10.0% 1.4% 17.6% 48.7% 3.9% 0.7% 5.5% 9.5% 2.3% 0.3% 100.0%
2015 9.8% 1.3% 18.8% 47.5% 4.1% 0.6% 6.2% 9.5% 2.1% 0.2% 100.0%
2016 10.7% 1.4% 18.4% 46.5% 4.6% 0.6% 6.1% 9.5% 2.0% 0.2% 100.0%
Senior Management
2014 12.4% 2.6% 19.9% 32.7% 5.8% 1.7% 8.7% 13.9% 2.0% 0.4% 100.0%
2015 12.7% 2.7% 20.0% 32.9% 6.1% 1.5% 8.9% 13.5% 1.4% 0.4% 100.0%
2016 13.3% 2.7% 20.3% 30.7% 6.6% 1.7% 9.2% 13.5% 1.5% 0.4% 100.0%
Professionally Qualified
2014 21.2% 2.4% 14.6% 15.9% 20.4% 2.1% 10.9% 11.0% 1.2% 0.3% 100.0%
2015 21.7% 2.4% 14.7% 15.6% 19.6% 2.0% 10.7% 10.9% 1.8% 0.7% 100.0%
2016 21.8% 2.4% 14.7% 15.0% 20.1% 2.0% 10.8% 10.7% 1.8% 0.6% 100.0%
Skilled Technical
2014 27.9% 2.0% 9.5% 5.2% 38.7% 2.1% 8.4% 5.2% 0.7% 0.2% 100.0%
2015 30.4% 2.2% 9.1% 5.0% 37.0% 2.1% 8.3% 5.0% 0.8% 0.2% 100.0%
2016 29.9% 1.9% 9.0% 4.7% 38.1% 2.1% 8.4% 4.9% 0.9% 0.2% 100.0%
Semi-skilled
2014 43.9% 2.4% 6.0% 1.4% 35.0% 2.7% 5.7% 2.2% 0.7% 0.1% 100.0%
2015 44.5% 1.9% 5.9% 1.3% 35.7% 2.3% 5.6% 2.0% 0.6% 0.1% 100.0%
2016 44.9% 1.8% 5.7% 1.1% 36.2% 2.2% 5.4% 1.9% 0.7% 0.2% 100.0%
Unskilled
2014 52.7% 1.5% 2.4% 0.5% 39.1% 1.2% 1.6% 0.3% 0.6% 0.1% 100.0%
2015 52.6% 1.3% 2.2% 0.4% 39.8% 1.3% 1.4% 0.3% 0.6% 0.1% 100.0%
2016 51.8% 1.5% 2.0% 0.4% 40.7% 1.2% 1.3% 0.2% 0.7% 0.2% 100.0%

82
TABLE 46: WORKFORCE PROFILE FOR LIMPOPO BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE TOTAL
NATIONAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 21.5% 0.7% 4.4% 50.0% 8.7% 0.4% 0.4% 13.4% 0.5% 0.0% 100.0%
2015 19.5% 0.4% 4.0% 53.0% 7.7% 0.3% 0.8% 13.6% 0.6% 0.2% 100.0%
2016 20.1% 1.8% 3.4% 54.7% 5.5% 0.5% 0.7% 12.1% 1.0% 0.2% 100.0%
Senior Management
2014 36.9% 0.6% 1.9% 27.8% 18.5% 0.3% 0.7% 11.5% 1.7% 0.2% 100.0%
2015 35.9% 0.6% 1.7% 28.9% 17.7% 0.3% 0.9% 11.8% 1.9% 0.3% 100.0%
2016 31.7% 1.5% 2.1% 37.1% 10.0% 0.5% 0.5% 15.1% 1.3% 0.2% 100.0%
Professionally Qualified
2014 40.7% 0.2% 0.4% 6.3% 45.1% 0.2% 0.3% 4.3% 1.9% 0.5% 100.0%
2015 41.2% 0.2% 0.4% 6.0% 45.4% 0.2% 0.3% 4.3% 1.5% 0.5% 100.0%
2016 32.1% 0.9% 1.1% 20.8% 26.8% 0.6% 0.7% 13.0% 3.1% 1.1% 100.0%
Skilled Technical
2014 39.8% 0.1% 0.1% 2.0% 53.4% 0.1% 0.1% 2.5% 1.6% 0.3% 100.0%
2015 39.3% 0.1% 0.1% 2.0% 53.7% 0.1% 0.1% 2.5% 1.7% 0.3% 100.0%
2016 39.3% 0.8% 0.3% 9.8% 39.1% 0.5% 0.3% 7.0% 2.6% 0.3% 100.0%
Semi-skilled
2014 51.3% 0.5% 0.1% 0.9% 44.7% 0.3% 0.0% 1.2% 0.8% 0.2% 100.0%
2015 50.2% 0.1% 0.1% 0.8% 46.0% 0.2% 0.0% 1.1% 1.3% 0.2% 100.0%
2016 59.3% 0.6% 0.1% 2.6% 30.0% 0.5% 0.1% 2.5% 4.0% 0.2% 100.0%
Unskilled
2014 44.9% 0.1% 0.1% 0.2% 42.8% 0.4% 0.0% 0.2% 7.2% 4.0% 100.0%
2015 43.3% 0.5% 0.0% 0.3% 39.8% 0.8% 0.0% 0.1% 10.8% 4.5% 100.0%
2016 55.6% 0.7% 0.0% 1.0% 35.9% 0.4% 0.0% 0.3% 4.9% 1.2% 100.0%

TABLE 47: WORKFORCE PROFILE FOR MPUMALANGA BY RACE AND GENDER


FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 14.3% 1.2% 3.8% 60.2% 6.0% 0.4% 1.0% 12.0% 1.0% 0.2% 100.0%
2015 20.1% 1.7% 3.3% 54.4% 6.1% 0.4% 0.5% 12.1% 1.1% 0.2% 100.0%
2016 20.1% 1.8% 3.4% 54.7% 5.5% 0.5% 0.7% 12.1% 1.0% 0.2% 100.0%
Senior Management
2014 24.9% 1.1% 2.2% 42.5% 10.6% 0.5% 0.6% 15.9% 1.5% 0.1% 100.0%
2015 31.2% 1.6% 2.4% 38.6% 9.5% 0.6% 0.7% 13.8% 1.4% 0.3% 100.0%
2016 31.7% 1.5% 2.1% 37.1% 10.0% 0.5% 0.5% 15.1% 1.3% 0.2% 100.0%
Professionally Qualified
2014 30.9% 0.7% 1.3% 25.8% 24.6% 0.6% 0.7% 12.0% 2.7% 0.8% 100.0%
2015 29.4% 0.9% 1.4% 24.3% 25.1% 0.6% 0.8% 12.7% 3.7% 1.0% 100.0%
2016 32.1% 0.9% 1.1% 20.8% 26.8% 0.6% 0.7% 13.0% 3.1% 1.1% 100.0%
Skilled Technical
2014 40.4% 0.8% 0.4% 12.0% 35.3% 0.5% 0.3% 7.3% 2.7% 0.3% 100.0%
2015 44.3% 1.1% 0.4% 14.6% 28.2% 0.7% 0.3% 7.4% 2.9% 0.2% 100.0%
2016 39.3% 0.8% 0.3% 9.8% 39.1% 0.5% 0.3% 7.0% 2.6% 0.3% 100.0%
Semi-skilled
2014 62.1% 0.5% 0.1% 2.9% 26.7% 0.3% 0.1% 2.8% 4.2% 0.2% 100.0%
2015 60.5% 0.5% 0.1% 2.8% 28.6% 0.5% 0.1% 2.5% 4.2% 0.1% 100.0%
2016 59.3% 0.6% 0.1% 2.6% 30.0% 0.5% 0.1% 2.5% 4.0% 0.2% 100.0%
Unskilled
2014 58.3% 0.7% 0.0% 1.0% 34.9% 0.4% 0.0% 0.3% 3.7% 0.6% 100.0%
2015 57.2% 0.4% 0.0% 0.7% 36.3% 0.3% 0.0% 0.2% 3.9% 0.9% 100.0%
2016 55.6% 0.7% 0.0% 1.0% 35.9% 0.4% 0.0% 0.3% 4.9% 1.2% 100.0%

83
TABLE 48: WORKFORCE PROFILE FOR THE NORTH WEST BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE TOTAL
NATIONAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 22.0% 1.6% 3.2% 52.3% 5.7% 0.4% 0.5% 12.3% 1.8% 0.2% 100.0%
2015 24.6% 1.1% 2.2% 51.7% 6.7% 0.5% 0.7% 11.3% 1.0% 0.2% 100.0%
2016 22.1% 1.1% 3.4% 53.1% 6.2% 0.4% 1.1% 12.0% 0.6% 0.2% 100.0%
Senior Management
2014 27.1% 1.8% 1.5% 40.5% 9.9% 1.2% 0.5% 15.9% 1.3% 0.3% 100.0%
2015 24.9% 1.9% 1.3% 40.6% 10.7% 0.9% 0.5% 17.4% 1.4% 0.3% 100.0%
2016 25.2% 1.8% 2.0% 41.2% 11.2% 1.2% 1.0% 15.4% 0.7% 0.1% 100.0%
Professionally Qualified
2014 25.5% 1.2% 1.3% 25.0% 25.8% 1.1% 0.8% 17.6% 1.4% 0.2% 100.0%
2015 24.7% 1.3% 1.1% 25.4% 23.4% 1.2% 0.9% 17.0% 3.8% 1.1% 100.0%
2016 26.6% 1.1% 1.2% 20.5% 28.7% 1.2% 0.9% 15.2% 3.8% 1.0% 100.0%
Skilled Technical
2014 34.8% 1.3% 0.3% 15.9% 31.9% 1.2% 0.2% 11.0% 3.3% 0.1% 100.0%
2015 37.2% 1.3% 0.3% 15.6% 31.2% 1.1% 0.2% 10.4% 2.5% 0.2% 100.0%
2016 32.7% 1.0% 0.3% 11.4% 40.8% 1.5% 0.3% 10.3% 1.6% 0.2% 100.0%
Semi-skilled
2014 53.5% 0.8% 0.1% 3.4% 26.1% 1.0% 0.1% 4.4% 10.4% 0.1% 100.0%
2015 54.7% 1.0% 0.1% 3.4% 26.4% 1.2% 0.1% 4.2% 8.8% 0.1% 100.0%
2016 50.9% 0.8% 0.0% 2.9% 31.8% 1.2% 0.1% 4.5% 7.5% 0.2% 100.0%
Unskilled
2014 62.5% 0.9% 0.0% 1.0% 28.9% 0.6% 0.0% 0.5% 5.2% 0.3% 100.0%
2015 63.9% 0.9% 0.0% 1.0% 28.5% 0.6% 0.0% 0.4% 4.4% 0.3% 100.0%
2016 59.6% 0.9% 0.1% 0.9% 32.9% 0.7% 0.0% 0.5% 4.0% 0.5% 100.0%

TABLE 49: WORKFORCE PROFILE FOR THE NORTHERN CAPE BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 8.8% 12.2% 2.5% 58.8% 2.5% 3.0% 0.7% 11.2% 0.2% 0.2% 100.0%
2015 10.4% 10.5% 1.9% 60.1% 3.2% 3.6% 0.5% 9.3% 0.5% 0.0% 100.0%
2016 12.0% 11.6% 1.4% 55.5% 5.2% 3.0% 0.6% 9.7% 1.0% 0.0% 100.0%
Senior Management
2014 15.9% 11.5% 1.1% 46.8% 5.9% 4.5% 0.1% 13.9% 0.4% 0.0% 100.0%
2015 15.7% 10.6% 0.8% 45.7% 6.3% 5.4% 0.3% 14.2% 0.7% 0.2% 100.0%
2016 17.2% 11.5% 0.8% 40.6% 6.9% 6.2% 0.2% 15.6% 1.0% 0.2% 100.0%
Professionally Qualified
2014 18.7% 15.3% 0.3% 34.0% 9.5% 8.1% 0.3% 12.9% 0.7% 0.1% 100.0%
2015 18.5% 19.3% 0.2% 20.7% 14.3% 13.0% 0.2% 13.1% 0.7% 0.1% 100.0%
2016 19.1% 19.7% 0.3% 18.8% 15.3% 13.8% 0.2% 12.2% 0.6% 0.1% 100.0%
Skilled Technical
2014 28.9% 20.4% 0.3% 17.7% 12.7% 10.8% 0.1% 8.8% 0.3% 0.1% 100.0%
2015 22.1% 16.8% 0.2% 11.3% 21.2% 17.8% 0.1% 9.5% 0.9% 0.2% 100.0%
2016 21.5% 17.5% 0.2% 10.8% 20.7% 18.4% 0.1% 9.2% 1.3% 0.3% 100.0%
Semi-skilled
2014 47.7% 20.3% 0.1% 4.9% 13.4% 8.6% 0.1% 4.4% 0.4% 0.0% 100.0%
2015 42.9% 19.8% 0.1% 4.1% 16.6% 11.8% 0.1% 3.8% 0.6% 0.2% 100.0%
2016 40.1% 20.7% 0.1% 3.5% 17.3% 12.5% 0.1% 3.8% 1.2% 0.7% 100.0%
Unskilled
2014 47.1% 26.6% 0.0% 0.9% 15.1% 9.7% 0.0% 0.5% 0.0% 0.0% 100.0%
2015 45.1% 21.9% 0.0% 0.6% 19.4% 10.5% 0.0% 0.4% 1.2% 0.8% 100.0%
2016 45.0% 22.4% 0.1% 1.1% 17.9% 12.6% 0.0% 0.5% 0.4% 0.0% 100.0%

84
TABLE 50: WORKFORCE PROFILE FOR THE WESTERN CAPE BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE TOTAL
NATIONAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 2.8% 8.3% 2.6% 63.8% 1.1% 4.0% 0.9% 14.0% 2.0% 0.5% 100.0%
2015 3.2% 8.0% 2.5% 63.2% 1.5% 4.1% 0.9% 14.0% 2.1% 0.5% 100.0%
2016 3.4% 8.3% 2.4% 62.4% 1.2% 4.5% 0.9% 14.2% 2.1% 0.6% 100.0%
Senior Management
2014 4.4% 12.2% 2.9% 44.8% 2.4% 7.7% 1.4% 21.8% 1.7% 0.6% 100.0%
2015 4.7% 12.2% 3.1% 43.8% 2.6% 7.7% 1.6% 21.4% 2.1% 0.7% 100.0%
2016 4.8% 12.2% 2.9% 43.8% 2.8% 8.1% 1.6% 21.3% 1.8% 0.7% 100.0%
Professionally Qualified
2014 7.8% 15.0% 2.8% 27.1% 6.5% 14.3% 2.1% 22.0% 1.6% 0.8% 100.0%
2015 8.0% 14.9% 2.7% 26.2% 7.1% 14.3% 2.3% 21.9% 1.8% 0.8% 100.0%
2016 8.5% 15.1% 2.8% 25.9% 7.6% 14.1% 2.3% 21.4% 1.6% 0.7% 100.0%
Skilled Technical
2014 15.5% 20.2% 1.5% 12.0% 13.2% 19.6% 1.5% 14.6% 1.3% 0.6% 100.0%
2015 15.7% 19.9% 1.4% 11.5% 13.9% 19.4% 1.5% 14.6% 1.3% 0.6% 100.0%
2016 15.9% 20.0% 1.5% 11.3% 14.1% 19.4% 1.5% 14.0% 1.5% 0.8% 100.0%
Semi-skilled
2014 21.5% 18.0% 0.7% 2.6% 28.8% 21.4% 0.9% 4.8% 1.0% 0.3% 100.0%
2015 21.4% 17.6% 0.7% 2.4% 30.5% 20.8% 1.0% 4.4% 1.0% 0.4% 100.0%
2016 23.0% 16.8% 0.6% 2.2% 30.9% 20.0% 0.9% 4.0% 1.1% 0.4% 100.0%
Unskilled
2014 31.5% 19.5% 0.2% 0.7% 27.2% 18.1% 0.2% 0.5% 1.6% 0.5% 100.0%
2015 31.3% 18.2% 0.3% 0.7% 29.0% 17.5% 0.2% 0.4% 1.8% 0.7% 100.0%
2016 30.6% 18.3% 0.2% 0.7% 29.3% 18.0% 0.2% 0.5% 1.5% 0.6% 100.0%

85
SECTOR
TABLE 51: WORKFORCE PROFILE FOR AGRICULTURE BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 6.1% 2.5% 0.8% 72.7% 2.1% 1.2% 0.2% 13.3% 0.8% 0.2% 100.0%
2015 6.6% 2.8% 0.9% 72.0% 2.4% 1.1% 0.2% 12.8% 1.0% 0.1% 100.0%
2016 5.8% 2.8% 0.8% 72.6% 1.9% 1.5% 0.2% 13.1% 1.1% 0.2% 100.0%
Senior Management
2014 11.6% 3.7% 1.5% 58.6% 4.2% 1.5% 0.5% 17.4% 0.8% 0.2% 100.0%
2015 10.4% 3.7% 1.5% 60.0% 3.8% 1.6% 0.7% 17.1% 0.9% 0.3% 100.0%
2016 9.5% 3.8% 1.4% 59.5% 3.8% 2.0% 0.8% 18.0% 1.0% 0.4% 100.0%
Professionally Qualified
2014 19.5% 5.3% 1.7% 39.2% 10.1% 2.9% 1.0% 18.4% 1.5% 0.3% 100.0%
2015 20.2% 5.7% 1.8% 38.0% 10.2% 2.9% 1.1% 18.6% 1.3% 0.3% 100.0%
2016 19.8% 6.0% 1.9% 37.2% 10.0% 3.1% 1.2% 19.1% 1.3% 0.3% 100.0%
Skilled Technical
2014 36.7% 10.2% 1.5% 16.1% 15.2% 5.5% 0.8% 12.4% 1.3% 0.2% 100.0%
2015 35.8% 10.5% 1.5% 15.2% 16.5% 6.0% 1.0% 11.8% 1.4% 0.2% 100.0%
2016 35.1% 11.4% 1.4% 15.6% 15.9% 6.2% 0.9% 11.5% 1.8% 0.3% 100.0%
Semi-skilled
2014 49.3% 14.7% 0.5% 2.5% 19.8% 7.0% 0.3% 4.0% 1.6% 0.3% 100.0%
2015 49.2% 14.6% 0.5% 2.3% 19.8% 7.5% 0.3% 3.7% 1.6% 0.4% 100.0%
2016 49.1% 14.7% 0.4% 2.4% 19.5% 7.4% 0.3% 3.5% 2.1% 0.6% 100.0%
Unskilled
2014 44.3% 8.7% 0.1% 0.2% 33.3% 8.7% 0.0% 0.1% 3.3% 1.3% 100.0%
2015 42.9% 8.7% 0.0% 0.2% 33.3% 8.5% 0.0% 0.1% 4.5% 1.7% 100.0%
2016 42.7% 8.6% 0.0% 0.4% 32.9% 8.7% 0.0% 0.1% 4.8% 1.8% 100.0%

TABLE 52: WORKFORCE PROFILE FOR MINING AND QUARRYING BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 15.4% 1.9% 2.1% 62.4% 5.3% 0.5% 0.6% 7.5% 4.0% 0.2% 100.0%
2015 17.2% 2.0% 2.5% 59.9% 5.4% 0.5% 0.9% 7.5% 3.8% 0.2% 100.0%
2016 19.0% 2.4% 2.5% 56.3% 5.9% 0.6% 0.9% 7.5% 4.6% 0.3% 100.0%
Senior Management
2014 16.4% 2.3% 3.5% 58.2% 4.1% 0.5% 1.4% 9.8% 3.5% 0.4% 100.0%
2015 17.7% 2.7% 3.6% 57.2% 4.3% 0.6% 1.5% 8.9% 3.2% 0.4% 100.0%
2016 19.6% 2.6% 3.3% 55.0% 4.6% 0.7% 1.5% 9.1% 3.2% 0.3% 100.0%
Professionally Qualified
2014 26.7% 2.8% 2.3% 44.4% 8.6% 0.9% 1.2% 10.1% 2.5% 0.4% 100.0%
2015 26.3% 2.9% 2.4% 44.4% 9.0% 1.0% 1.2% 10.4% 2.1% 0.4% 100.0%
2016 26.5% 3.3% 2.4% 42.6% 9.3% 1.1% 1.4% 10.6% 2.5% 0.4% 100.0%
Skilled Technical
2014 46.0% 3.8% 0.7% 27.6% 9.2% 1.0% 0.4% 6.1% 5.1% 0.1% 100.0%
2015 46.6% 3.9% 0.7% 26.6% 9.9% 1.0% 0.4% 6.1% 4.7% 0.1% 100.0%
2016 47.7% 4.1% 0.7% 24.7% 10.7% 1.1% 0.4% 5.8% 4.7% 0.1% 100.0%
Semi-skilled
2014 69.9% 2.0% 0.1% 2.0% 7.8% 0.5% 0.1% 1.2% 16.3% 0.1% 100.0%
2015 70.2% 2.2% 0.1% 2.1% 8.5% 0.5% 0.1% 1.0% 15.2% 0.1% 100.0%
2016 70.4% 2.2% 0.1% 1.9% 9.3% 0.5% 0.1% 0.9% 14.6% 0.1% 100.0%
Unskilled
2014 70.2% 0.9% 0.0% 0.6% 12.6% 0.2% 0.0% 0.1% 14.7% 0.7% 100.0%
2015 69.6% 0.9% 0.0% 0.6% 13.4% 0.2% 0.0% 0.1% 14.5% 0.8% 100.0%
2016 69.0% 0.7% 0.0% 0.7% 14.7% 0.2% 0.0% 0.1% 13.6% 1.0% 100.0%

86
TABLE 53: WORKFORCE PROFILE FOR CONSTRUCTION BY RACE AND GENDER
OCCUPATIONAL FOREIGN
MALE FEMALE TOTAL
LEVELS NATIONAL
A C I W A C I W Male Female
Top Management
2014 12.3% 5.4% 5.0% 60.9% 4.0% 1.5% 1.6% 6.9% 2.2% 0.1% 100.0%
2015 14.7% 5.2% 5.6% 57.9% 4.2% 1.6% 1.8% 6.5% 2.3% 0.1% 100.0%
2016 14.8% 5.4% 5.5% 57.0% 4.6% 1.8% 2.1% 6.4% 2.1% 0.2% 100.0%
Senior Management
2014 14.3% 6.1% 5.0% 52.7% 5.1% 1.4% 1.7% 10.3% 3.0% 0.7% 100.0%
2015 18.1% 6.1% 5.6% 48.5% 4.9% 1.5% 1.7% 9.9% 3.0% 0.5% 100.0%
2016 18.6% 6.6% 5.7% 47.4% 5.1% 1.7% 1.9% 10.1% 2.4% 0.4% 100.0%
Professionally Qualified
2014 20.5% 7.2% 4.7% 42.7% 6.7% 1.7% 1.5% 10.2% 4.1% 0.6% 100.0%
2015 23.4% 7.0% 4.5% 39.4% 7.9% 1.6% 1.5% 10.3% 3.9% 0.5% 100.0%
2016 24.7% 7.4% 4.6% 38.2% 8.5% 1.7% 1.6% 9.9% 3.0% 0.5% 100.0%
Skilled Technical
2014 50.7% 8.3% 2.6% 17.3% 8.4% 1.7% 1.2% 6.8% 2.8% 0.2% 100.0%
2015 49.8% 8.3% 2.6% 16.0% 10.3% 2.0% 1.3% 6.8% 2.6% 0.2% 100.0%
2016 52.0% 7.0% 2.5% 14.3% 10.6% 2.1% 1.3% 6.6% 3.4% 0.2% 100.0%
Semi-skilled
2014 72.2% 5.5% 0.7% 3.8% 10.1% 1.4% 0.5% 3.3% 2.3% 0.1% 100.0%
2015 72.4% 5.4% 0.7% 3.3% 11.2% 1.5% 0.5% 3.0% 1.8% 0.1% 100.0%
2016 71.9% 6.1% 0.7% 3.0% 11.3% 1.6% 0.5% 2.8% 1.8% 0.1% 100.0%
Unskilled
2014 75.5% 6.0% 0.1% 0.8% 14.7% 1.2% 0.0% 0.3% 1.3% 0.1% 100.0%
2015 75.0% 5.8% 0.2% 0.8% 14.9% 1.3% 0.0% 0.2% 1.7% 0.1% 100.0%
2016 72.5% 6.6% 0.2% 0.7% 16.3% 1.4% 0.1% 0.3% 1.8% 0.2% 100.0%

TABLE 54: WORKFORCE PROFILE FOR MANUFACTURING BY RACE AND GENDER


FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 4.5% 2.9% 7.9% 64.2% 1.8% 1.3% 1.8% 10.5% 4.5% 0.5% 100.0%
2015 4.8% 2.9% 8.1% 62.6% 2.1% 1.4% 2.2% 10.9% 4.5% 0.5% 100.0%
2016 5.1% 2.9% 8.4% 62.2% 2.3% 1.5% 2.3% 10.6% 4.2% 0.5% 100.0%
Senior Management
2014 7.8% 5.1% 8.8% 50.7% 3.1% 2.3% 3.0% 15.6% 2.9% 0.5% 100.0%
2015 8.2% 5.6% 8.7% 50.0% 3.3% 2.4% 3.1% 15.4% 2.8% 0.5% 100.0%
2016 8.9% 5.6% 9.1% 47.9% 3.8% 2.5% 3.3% 15.6% 2.9% 0.6% 100.0%
Professionally Qualified
2014 13.3% 6.7% 8.5% 41.6% 5.5% 3.1% 3.8% 15.4% 1.9% 0.4% 100.0%
2015 14.0% 6.6% 8.5% 39.3% 6.2% 3.3% 4.0% 15.6% 2.2% 0.4% 100.0%
2016 14.7% 6.8% 8.5% 38.0% 6.7% 3.4% 4.1% 15.3% 2.1% 0.5% 100.0%
Skilled Technical
2014 31.6% 9.9% 6.3% 22.4% 10.2% 4.7% 2.7% 10.1% 1.8% 0.2% 100.0%
2015 32.6% 9.9% 6.2% 21.5% 10.0% 4.9% 2.7% 10.0% 1.9% 0.2% 100.0%
2016 32.7% 10.4% 6.2% 20.2% 10.6% 5.2% 2.9% 9.7% 1.8% 0.3% 100.0%
Semi-skilled
2014 52.6% 9.6% 3.0% 4.6% 16.4% 7.2% 1.8% 3.6% 1.1% 0.1% 100.0%
2015 51.8% 9.9% 2.9% 4.5% 17.0% 7.3% 1.9% 3.3% 1.2% 0.2% 100.0%
2016 51.7% 9.9% 3.0% 4.3% 17.2% 7.5% 1.8% 3.2% 1.3% 0.2% 100.0%
Unskilled
2014 55.5% 7.2% 1.4% 1.4% 25.9% 6.1% 0.8% 0.4% 1.2% 0.3% 100.0%
2015 54.7% 7.4% 1.4% 1.5% 24.7% 7.6% 0.7% 0.3% 1.4% 0.3% 100.0%
2016 54.5% 7.4% 1.3% 1.1% 26.3% 6.7% 0.7% 0.3% 1.4% 0.3% 100.0%

87
TABLE 55: WORKFORCE PROFILE FOR ELECTRICITY, GAS AND WATER SUPPLY BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 27.2% 5.0% 6.5% 34.2% 13.1% 1.8% 2.7% 5.2% 3.9% 0.3% 100.0%
2015 22.1% 4.8% 6.0% 42.1% 12.0% 1.8% 2.7% 5.0% 3.4% 0.2% 100.0%
2016 21.5% 5.0% 6.4% 43.2% 9.6% 2.6% 2.8% 5.9% 2.8% 0.3% 100.0%
Senior Management
2014 29.5% 4.1% 5.3% 28.4% 16.8% 1.8% 2.3% 9.1% 2.2% 0.4% 100.0%
2015 29.0% 3.9% 6.5% 27.5% 16.8% 1.8% 3.0% 8.5% 2.6% 0.3% 100.0%
2016 29.5% 4.2% 5.8% 27.2% 17.3% 1.9% 2.6% 9.0% 1.9% 0.4% 100.0%
Professionally Qualified
2014 28.5% 5.1% 5.8% 24.8% 20.8% 2.4% 2.5% 7.7% 2.2% 0.3% 100.0%
2015 29.1% 5.1% 6.7% 22.2% 21.2% 2.4% 3.3% 7.6% 2.0% 0.4% 100.0%
2016 30.1% 5.3% 5.8% 22.4% 22.2% 2.4% 2.6% 7.2% 1.6% 0.3% 100.0%
Skilled Technical
2014 40.2% 4.9% 2.2% 14.6% 26.6% 2.8% 1.5% 6.2% 0.8% 0.2% 100.0%
2015 41.4% 4.6% 2.4% 13.7% 26.7% 2.8% 1.7% 5.9% 0.6% 0.1% 100.0%
2016 42.6% 4.7% 2.2% 12.8% 27.2% 2.6% 1.5% 5.5% 0.6% 0.1% 100.0%
Semi-skilled
2014 58.4% 6.0% 0.8% 4.4% 22.1% 2.6% 0.7% 4.6% 0.4% 0.1% 100.0%
2015 57.9% 5.6% 0.9% 4.3% 22.8% 2.6% 0.8% 4.6% 0.3% 0.1% 100.0%
2016 59.3% 6.3% 1.0% 3.7% 21.8% 2.4% 0.8% 4.1% 0.5% 0.1% 100.0%
Unskilled
2014 68.2% 6.1% 0.3% 1.3% 21.3% 1.8% 0.1% 0.4% 0.3% 0.1% 100.0%
2015 67.9% 4.7% 0.4% 1.2% 23.5% 1.6% 0.1% 0.3% 0.2% 0.0% 100.0%
2016 66.7% 4.8% 0.7% 1.9% 23.7% 1.5% 0.1% 0.2% 0.4% 0.1% 100.0%

TABLE 56: WORKFORCE PROFILE FOR TRANSPORT, STORAGE AND COMMUNICATIONS BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 10.9% 3.6% 9.0% 51.5% 4.4% 1.6% 2.8% 11.7% 3.9% 0.6% 100.0%
2015 10.8% 3.4% 9.1% 50.5% 5.7% 1.8% 3.5% 11.7% 2.9% 0.6% 100.0%
2016 10.1% 3.6% 9.8% 50.1% 5.1% 2.1% 3.8% 11.8% 3.1% 0.5% 100.0%
Senior Management
2014 14.6% 4.8% 9.4% 38.3% 7.3% 2.5% 3.9% 16.2% 2.4% 0.5% 100.0%
2015 15.0% 4.9% 9.8% 37.8% 7.5% 2.4% 4.1% 15.8% 2.2% 0.6% 100.0%
2016 13.8% 4.9% 9.7% 37.7% 7.3% 2.8% 4.3% 16.2% 2.5% 0.8% 100.0%
Professionally Qualified
2014 20.3% 6.2% 7.5% 32.4% 10.0% 2.9% 3.5% 13.9% 2.8% 0.6% 100.0%
2015 22.4% 6.2% 7.7% 30.4% 10.2% 2.9% 3.6% 13.4% 2.7% 0.6% 100.0%
2016 21.6% 6.3% 7.6% 29.4% 10.8% 3.1% 3.8% 13.4% 3.2% 0.6% 100.0%
Skilled Technical
2014 34.3% 8.2% 5.0% 18.4% 16.4% 4.3% 2.6% 9.2% 1.4% 0.3% 100.0%
2015 35.3% 7.8% 5.0% 17.4% 17.1% 4.3% 2.6% 8.8% 1.5% 0.2% 100.0%
2016 35.5% 7.8% 4.8% 16.3% 17.9% 4.5% 2.6% 8.8% 1.6% 0.3% 100.0%
Semi-skilled
2014 55.3% 8.0% 3.0% 4.5% 17.1% 3.6% 2.0% 4.4% 1.8% 0.2% 100.0%
2015 54.9% 7.7% 2.8% 4.3% 18.6% 3.8% 1.9% 4.2% 1.7% 0.2% 100.0%
2016 55.3% 7.7% 2.9% 3.8% 19.4% 3.6% 1.9% 3.5% 1.7% 0.2% 100.0%
Unskilled
2014 67.5% 8.7% 0.8% 1.4% 17.5% 2.1% 0.2% 0.5% 1.2% 0.1% 100.0%
2015 67.3% 8.6% 0.7% 1.3% 18.5% 2.2% 0.2% 0.3% 0.9% 0.1% 100.0%
2016 64.6% 8.0% 0.8% 1.0% 21.1% 2.5% 0.2% 0.4% 1.1% 0.2% 100.0%

88
TABLE 57: WORKFORCE PROFILE FOR RETAIL & MOTOR TRADE AND REPAIR SERVICE BY RACE AND GENDER
OCCUPATIONAL FOREIGN
MALE FEMALE TOTAL
LEVELS NATIONAL
A C I W A C I W Male Female
Top Management
2014 3.9% 2.9% 8.0% 65.3% 1.1% 1.4% 2.0% 13.4% 1.7% 0.3% 100.0%
2015 4.2% 2.8% 7.6% 64.0% 1.3% 1.8% 2.0% 14.5% 1.5% 0.3% 100.0%
2016 3.7% 2.9% 8.4% 62.7% 1.5% 1.7% 2.4% 14.8% 1.7% 0.2% 100.0%
Senior Management
2014 8.9% 5.9% 8.3% 44.3% 3.9% 4.0% 3.5% 19.9% 1.0% 0.3% 100.0%
2015 9.2% 5.8% 8.1% 43.6% 4.7% 4.2% 3.4% 19.7% 1.1% 0.3% 100.0%
2016 9.7% 5.7% 8.3% 42.3% 4.9% 4.4% 3.6% 19.5% 1.3% 0.3% 100.0%
Professionally Qualified
2014 16.4% 7.4% 7.1% 25.7% 11.5% 7.5% 4.2% 18.9% 0.8% 0.4% 100.0%
2015 15.8% 7.4% 6.9% 25.2% 12.4% 7.6% 4.4% 19.2% 0.7% 0.4% 100.0%
2016 15.9% 7.3% 7.0% 25.2% 12.6% 7.3% 4.5% 19.1% 0.8% 0.4% 100.0%
Skilled Technical
2014 24.5% 7.1% 5.3% 15.1% 21.5% 9.5% 4.0% 12.2% 0.6% 0.2% 100.0%
2015 26.3% 7.1% 5.1% 14.4% 22.0% 9.1% 3.7% 11.5% 0.6% 0.2% 100.0%
2016 26.5% 7.4% 4.9% 13.6% 22.7% 9.5% 3.6% 10.9% 0.7% 0.2% 100.0%
Semi-skilled
2014 27.3% 4.8% 1.7% 2.7% 46.7% 11.0% 2.0% 3.3% 0.4% 0.2% 100.0%
2015 27.2% 4.7% 1.5% 2.5% 48.0% 10.6% 1.8% 2.9% 0.4% 0.2% 100.0%
2016 27.6% 4.6% 1.4% 2.3% 48.5% 10.2% 1.7% 2.7% 0.5% 0.2% 100.0%
Unskilled
2014 41.1% 5.6% 0.8% 1.1% 40.7% 8.6% 0.8% 0.6% 0.5% 0.2% 100.0%
2015 40.1% 5.3% 0.7% 1.0% 42.3% 8.3% 0.6% 0.6% 0.7% 0.3% 100.0%
2016 38.9% 4.9% 0.6% 1.0% 43.8% 8.2% 0.6% 0.5% 0.9% 0.4% 100.0%

TABLE 58: WORKFORCE PROFILE FOR CATERING, ACCOMMODATION & OTHER TRADE BY RACE AND GENDER
OCCUPATIONAL FOREIGN
MALE FEMALE TOTAL
LEVELS NATIONAL
A C I W A C I W Male Female
Top Management
2014 8.0% 3.0% 4.0% 52.5% 4.7% 1.8% 2.1% 20.9% 2.5% 0.5% 100.0%
2015 8.0% 2.7% 4.7% 51.3% 5.5% 2.1% 2.1% 20.0% 2.8% 0.7% 100.0%
2016 7.6% 2.8% 4.6% 50.4% 5.1% 2.4% 2.3% 21.8% 2.5% 0.5% 100.0%
Senior Management
2014 13.0% 4.7% 4.3% 31.6% 9.8% 4.5% 2.8% 26.6% 2.0% 0.6% 100.0%
2015 13.8% 4.5% 4.2% 30.4% 10.4% 4.3% 2.9% 26.3% 2.5% 0.9% 100.0%
2016 13.4% 4.4% 3.5% 30.9% 10.1% 4.4% 3.1% 27.0% 2.3% 0.8% 100.0%
Professionally Qualified
2014 18.0% 4.7% 3.2% 19.2% 19.0% 6.2% 3.7% 22.1% 2.7% 1.3% 100.0%
2015 18.5% 4.7% 3.5% 18.2% 19.7% 6.4% 3.6% 21.7% 2.6% 1.1% 100.0%
2016 19.3% 5.1% 3.6% 18.8% 17.9% 6.6% 3.1% 20.8% 3.2% 1.4% 100.0%
Skilled Technical
2014 25.9% 5.2% 2.2% 8.4% 30.2% 9.2% 2.6% 12.4% 2.6% 1.5% 100.0%
2015 26.6% 4.7% 1.9% 7.3% 32.2% 9.2% 2.5% 11.7% 2.5% 1.5% 100.0%
2016 27.9% 4.5% 1.8% 6.9% 31.5% 8.9% 2.5% 11.1% 3.0% 1.8% 100.0%
Semi-skilled
2014 33.8% 3.5% 0.8% 1.8% 46.5% 6.1% 1.1% 3.1% 2.1% 1.2% 100.0%
2015 34.2% 3.2% 0.7% 1.7% 47.9% 5.2% 0.9% 2.7% 2.2% 1.2% 100.0%
2016 33.8% 2.9% 0.6% 1.5% 48.6% 5.3% 0.8% 2.4% 2.7% 1.4% 100.0%
Unskilled
2014 34.7% 2.9% 0.1% 0.5% 53.1% 5.7% 0.2% 0.5% 1.6% 0.8% 100.0%
2015 32.7% 2.8% 0.1% 0.5% 54.6% 5.9% 0.1% 0.5% 1.9% 0.9% 100.0%
2016 31.8% 2.9% 0.1% 0.6% 53.5% 6.7% 0.1% 0.7% 2.3% 1.3% 100.0%

89
TABLE 59: WORKFORCE PROFILE FOR COMMUNITY, SOCIAL & PERSONAL SERVICES BY RACE AND GENDER
OCCUPATIONAL FOREIGN
MALE FEMALE TOTAL
LEVELS NATIONAL
A C I W A C I W Male Female
Top Management
2014 22.7% 3.8% 4.9% 36.1% 10.7% 2.0% 2.2% 15.8% 1.2% 0.4% 100.0%
2015 23.5% 3.3% 4.6% 35.8% 10.9% 2.0% 2.2% 15.6% 1.4% 0.8% 100.0%
2016 23.3% 3.8% 4.8% 35.4% 11.2% 1.8% 2.5% 15.3% 1.3% 0.7% 100.0%
Senior Management
2014 28.0% 4.9% 3.9% 20.1% 17.1% 3.1% 2.9% 18.0% 1.2% 0.7% 100.0%
2015 27.3% 4.8% 3.9% 19.3% 17.8% 3.3% 3.1% 18.4% 1.4% 0.9% 100.0%
2016 27.1% 4.5% 4.1% 18.8% 18.2% 3.4% 3.1% 18.4% 1.5% 0.8% 100.0%
Professionally Qualified
2014 25.5% 4.0% 2.7% 11.1% 31.7% 5.0% 3.3% 14.5% 1.5% 0.7% 100.0%
2015 23.9% 3.6% 2.1% 8.4% 39.1% 4.9% 2.6% 12.8% 1.7% 0.9% 100.0%
2016 24.9% 3.8% 2.1% 8.5% 37.8% 5.1% 2.6% 12.8% 1.7% 0.9% 100.0%
Skilled Technical
2014 32.8% 4.1% 1.5% 4.8% 40.7% 4.5% 2.2% 8.4% 0.6% 0.3% 100.0%
2015 33.2% 4.2% 1.5% 4.7% 39.4% 5.0% 2.4% 8.6% 0.6% 0.3% 100.0%
2016 32.7% 3.9% 1.5% 4.5% 40.9% 4.7% 2.3% 8.4% 0.6% 0.4% 100.0%
Semi-skilled
2014 40.9% 4.3% 0.9% 1.6% 40.0% 6.0% 1.2% 4.6% 0.3% 0.1% 100.0%
2015 40.4% 4.4% 0.9% 1.4% 41.2% 6.3% 1.1% 3.9% 0.3% 0.2% 100.0%
2016 41.4% 4.4% 0.9% 1.3% 40.3% 6.3% 1.1% 3.8% 0.3% 0.2% 100.0%
Unskilled
2014 47.2% 6.7% 0.7% 0.7% 38.9% 4.5% 0.3% 0.7% 0.3% 0.1% 100.0%
2015 45.7% 6.4% 0.6% 0.6% 40.1% 4.7% 0.4% 0.6% 0.5% 0.3% 100.0%
2016 44.9% 6.4% 0.5% 0.7% 41.0% 4.9% 0.3% 0.7% 0.4% 0.2% 100.0%

TABLE 60: WORKFORCE PROFILE FOR WHOLESALE TRADE, COMMERCIAL AGENTS & ALLIED SERVICES
BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 3.9% 2.1% 10.0% 60.5% 1.9% 1.2% 3.0% 13.6% 3.1% 0.6% 100.0%
2015 4.1% 2.2% 9.8% 59.8% 2.2% 1.4% 2.8% 13.8% 3.4% 0.6% 100.0%
2016 4.0% 2.0% 9.9% 59.0% 2.1% 1.5% 2.9% 14.5% 3.4% 0.6% 100.0%
Senior Management
2014 8.4% 4.1% 10.2% 42.4% 4.1% 2.8% 4.0% 21.3% 2.2% 0.5% 100.0%
2015 7.9% 4.2% 10.1% 42.8% 4.2% 3.0% 4.6% 20.9% 1.9% 0.5% 100.0%
2016 8.2% 4.3% 11.1% 40.7% 4.4% 3.2% 4.5% 21.2% 2.0% 0.6% 100.0%
Professionally Qualified
2014 13.6% 5.4% 7.3% 32.0% 7.8% 3.9% 4.6% 23.1% 1.8% 0.5% 100.0%
2015 13.9% 5.5% 7.4% 32.3% 7.5% 4.1% 4.6% 22.5% 1.6% 0.5% 100.0%
2016 15.0% 5.8% 7.2% 29.5% 8.8% 4.5% 5.1% 21.9% 1.7% 0.5% 100.0%
Skilled Technical
2014 26.3% 6.5% 5.4% 17.4% 15.3% 6.6% 4.5% 16.7% 1.2% 0.3% 100.0%
2015 26.4% 6.3% 5.2% 16.1% 17.1% 6.7% 4.6% 15.8% 1.4% 0.4% 100.0%
2016 26.8% 6.3% 5.0% 15.2% 17.5% 7.4% 4.4% 15.5% 1.5% 0.4% 100.0%
Semi-skilled
2014 40.0% 5.6% 2.4% 4.2% 31.1% 6.2% 2.8% 6.2% 1.1% 0.4% 100.0%
2015 41.4% 5.6% 2.4% 3.9% 30.9% 6.3% 2.6% 5.6% 1.0% 0.3% 100.0%
2016 41.8% 5.6% 2.2% 3.6% 30.8% 6.5% 2.6% 5.2% 1.3% 0.4% 100.0%
Unskilled
2014 46.4% 5.2% 0.8% 1.0% 38.5% 5.0% 0.7% 0.6% 1.4% 0.3% 100.0%
2015 48.3% 4.9% 0.8% 0.9% 37.6% 4.8% 0.6% 0.6% 1.1% 0.4% 100.0%
2016 45.3% 5.0% 0.9% 1.1% 39.6% 5.1% 0.7% 0.6% 1.4% 0.5% 100.0%

90
TABLE 61: WORKFORCE PROFILE FOR FINANCE & BUSINESS SERVICES BY RACE AND GENDER
OCCUPATIONAL FOREIGN
MALE FEMALE TOTAL
LEVELS NATIONAL
A C I W A C I W Male Female
Top Management
2014 8.6% 2.5% 5.3% 54.5% 4.8% 1.8% 2.5% 15.9% 3.3% 0.8% 100.0%
2015 8.9% 2.8% 5.5% 53.1% 5.3% 1.8% 2.6% 15.3% 3.8% 0.8% 100.0%
2016 8.9% 2.8% 5.7% 52.5% 5.5% 1.9% 2.6% 15.7% 3.6% 0.9% 100.0%
Senior MaVnagement
2014 9.0% 3.5% 6.9% 39.3% 6.6% 2.8% 4.4% 22.9% 3.3% 1.3% 100.0%
2015 9.4% 3.6% 7.2% 37.4% 6.8% 3.1% 4.9% 23.2% 3.2% 1.2% 100.0%
2016 9.6% 3.7% 7.1% 37.0% 7.3% 3.2% 5.1% 23.0% 2.8% 1.2% 100.0%
Professionally Qualified
2014 12.9% 4.8% 6.9% 26.3% 12.0% 5.5% 6.5% 22.0% 2.0% 1.1% 100.0%
2015 13.2% 5.0% 7.0% 25.4% 12.3% 5.7% 6.6% 21.3% 2.4% 1.1% 100.0%
2016 13.9% 5.1% 6.9% 24.9% 13.1% 5.6% 6.4% 20.7% 2.4% 1.1% 100.0%
Skilled Technical
2014 19.9% 5.8% 3.9% 11.4% 24.6% 9.8% 5.3% 17.4% 1.2% 0.7% 100.0%
2015 21.3% 5.7% 4.0% 10.7% 25.8% 9.4% 5.1% 16.2% 1.1% 0.6% 100.0%
2016 21.3% 5.9% 3.9% 10.3% 26.9% 9.5% 5.1% 15.1% 1.3% 0.7% 100.0%
Semi-skilled
2014 39.8% 5.1% 1.9% 3.1% 31.3% 8.1% 3.0% 6.7% 0.6% 0.4% 100.0%
2015 39.5% 4.8% 2.0% 2.8% 32.6% 8.3% 3.1% 6.2% 0.4% 0.3% 100.0%
2016 35.1% 5.3% 2.3% 3.0% 34.3% 9.1% 3.4% 6.6% 0.5% 0.3% 100.0%
Unskilled
2014 46.4% 3.5% 0.5% 0.7% 42.0% 5.0% 0.2% 0.6% 0.8% 0.2% 100.0%
2015 44.8% 3.9% 0.5% 0.6% 42.9% 4.9% 0.3% 0.5% 1.2% 0.3% 100.0%
2016 40.1% 3.6% 0.3% 0.6% 48.2% 5.2% 0.3% 0.5% 0.8% 0.3% 100.0%

91
BUSINESS TYPE

TABLE 62: WORKFORCE PROFILE FOR NATIONAL GOVERNMENT BY RACE AND GENDER
OCCUPATIONAL FOREIGN
MALE FEMALE
LEVELS NATIONAL TOTAL
A C I W A C I W Male Female
Top Management
2014 35.3% 5.6% 7.9% 18.4% 19.6% 3.0% 2.9% 6.4% 0.8% 0.2% 100.0%
2015 39.5% 6.1% 6.1% 11.6% 24.5% 3.6% 3.2% 4.3% 0.9% 0.2% 100.0%
2016 39.3% 6.6% 6.2% 10.5% 26.0% 3.0% 3.0% 4.8% 0.2% 0.5% 100.0%
Senior Management
2014 33.0% 4.7% 4.9% 14.2% 25.0% 2.6% 4.0% 10.6% 0.6% 0.4% 100.0%
2015 34.3% 4.4% 5.1% 12.6% 25.5% 2.7% 4.0% 10.0% 0.7% 0.6% 100.0%
2016 35.1% 4.7% 5.2% 11.9% 26.3% 2.9% 3.7% 9.3% 0.5% 0.4% 100.0%
Professionally Qualified
2014 35.7% 3.9% 2.1% 12.1% 30.3% 3.4% 2.4% 9.6% 0.3% 0.2% 100.0%
2015 36.0% 3.8% 2.0% 10.5% 31.9% 3.4% 2.3% 9.5% 0.3% 0.2% 100.0%
2016 37.5% 4.4% 2.6% 11.8% 29.2% 3.3% 2.1% 8.6% 0.3% 0.2% 100.0%
Skilled Technical
2014 39.4% 6.1% 1.0% 6.2% 35.0% 4.2% 1.2% 6.9% 0.0% 0.0% 100.0%
2015 38.6% 5.8% 1.1% 6.1% 36.1% 4.4% 1.2% 6.7% 0.1% 0.0% 100.0%
2016 45.1% 7.2% 2.0% 9.6% 24.2% 3.6% 1.1% 7.1% 0.0% 0.0% 100.0%
Semi-skilled
2014 38.2% 5.2% 0.7% 1.4% 42.8% 6.1% 1.1% 4.3% 0.0% 0.0% 100.0%
2015 35.4% 3.6% 0.8% 1.7% 46.6% 5.5% 1.2% 4.4% 0.5% 0.2% 100.0%
2016 45.9% 5.3% 0.8% 1.1% 39.0% 4.8% 0.7% 2.3% 0.1% 0.0% 100.0%
Unskilled
2014 44.7% 3.3% 0.1% 0.3% 47.5% 3.9% 0.0% 0.2% 0.0% 0.0% 100.0%
2015 36.2% 3.1% 0.1% 0.4% 55.6% 4.1% 0.1% 0.2% 0.0% 0.0% 100.0%
2016 45.4% 6.0% 0.3% 0.5% 43.2% 4.2% 0.1% 0.2% 0.0% 0.0% 100.0%

TABLE 63: WORKFORCE PROFILE FOR PROVINCIAL GOVERNMENT BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 46.8% 6.2% 3.1% 7.3% 27.0% 3.6% 1.8% 4.2% 0.0% 0.0% 100.0%
2015 49.2% 4.8% 2.7% 7.7% 25.4% 3.4% 2.2% 4.1% 0.2% 0.2% 100.0%
2016 47.4% 5.6% 2.4% 6.8% 28.4% 3.4% 1.5% 4.2% 0.0% 0.2% 100.0%
Senior Management
2014 44.6% 5.8% 3.0% 7.3% 28.9% 3.6% 1.8% 4.4% 0.3% 0.2% 100.0%
2015 44.2% 5.8% 3.0% 7.2% 29.2% 3.8% 1.8% 4.2% 0.5% 0.2% 100.0%
2016 43.5% 5.4% 2.9% 6.7% 30.4% 4.1% 2.2% 4.1% 0.5% 0.1% 100.0%
Professionally Qualified
2014 27.9% 3.5% 2.1% 6.1% 41.2% 6.4% 3.2% 8.1% 1.1% 0.4% 100.0%
2015 24.3% 3.1% 1.3% 4.1% 49.4% 5.6% 2.0% 8.0% 1.5% 0.7% 100.0%
2016 23.6% 3.4% 1.3% 3.5% 51.9% 6.1% 2.0% 5.9% 1.5% 0.7% 100.0%
Skilled Technical
2014 26.7% 1.6% 0.6% 1.6% 57.8% 4.0% 1.2% 5.6% 0.7% 0.3% 100.0%
2015 25.7% 2.0% 0.6% 1.5% 56.1% 5.4% 1.5% 6.2% 0.6% 0.3% 100.0%
2016 24.0% 2.5% 0.8% 1.6% 57.4% 6.4% 1.5% 5.2% 0.5% 0.3% 100.0%
Semi-skilled
2014 29.0% 2.4% 0.5% 1.0% 57.0% 4.5% 1.0% 4.3% 0.2% 0.1% 100.0%
2015 31.0% 3.0% 0.5% 0.5% 57.5% 5.3% 0.7% 1.4% 0.1% 0.1% 100.0%
2016 30.6% 3.1% 0.5% 0.5% 57.9% 5.4% 0.6% 1.1% 0.1% 0.1% 100.0%
Unskilled
2014 43.6% 2.6% 0.3% 0.4% 49.8% 2.5% 0.3% 0.4% 0.0% 0.0% 100.0%
2015 40.2% 3.2% 0.3% 0.4% 52.1% 3.2% 0.3% 0.3% 0.1% 0.0% 100.0%
2016 36.6% 3.6% 0.3% 0.2% 55.0% 3.7% 0.2% 0.2% 0.0% 0.0% 100.0%

92
TABLE 64: WORKFORCE PROFILE FOR LOCAL GOVERNMENT BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 53.1% 5.1% 4.5% 9.1% 22.6% 1.3% 1.1% 2.7% 0.5% 0.1% 100.0%
2015 53.9% 5.0% 4.7% 9.2% 22.1% 1.2% 1.3% 2.5% 0.1% 0.0% 100.0%
2016 54.1% 6.0% 5.0% 8.2% 21.0% 1.3% 1.5% 2.6% 0.2% 0.1% 100.0%
Senior Management
2014 43.7% 5.5% 4.1% 17.1% 20.5% 2.0% 1.3% 5.5% 0.3% 0.1% 100.0%
2015 42.9% 6.2% 4.7% 15.4% 21.4% 2.4% 1.5% 4.9% 0.5% 0.1% 100.0%
2016 44.1% 5.8% 4.7% 13.8% 22.5% 2.5% 1.4% 4.6% 0.3% 0.1% 100.0%
Professionally Qualified
2014 32.7% 9.9% 2.9% 17.1% 24.4% 4.7% 1.4% 6.5% 0.3% 0.1% 100.0%
2015 33.8% 9.9% 3.3% 15.2% 24.6% 4.7% 1.6% 6.4% 0.3% 0.1% 100.0%
2016 34.5% 9.8% 3.0% 13.7% 26.1% 5.0% 1.4% 6.1% 0.3% 0.1% 100.0%
Skilled Technical
2014 34.4% 13.3% 4.4% 8.9% 25.3% 6.8% 1.9% 5.0% 0.1% 0.0% 100.0%
2015 34.9% 13.0% 4.4% 8.2% 25.8% 7.0% 1.9% 4.7% 0.1% 0.1% 100.0%
2016 35.8% 13.1% 4.5% 7.3% 26.2% 7.1% 1.9% 4.0% 0.1% 0.1% 100.0%
Semi-skilled
2014 45.1% 13.3% 2.8% 2.0% 24.7% 7.6% 1.5% 3.0% 0.0% 0.0% 100.0%
2015 44.9% 13.2% 2.8% 2.1% 24.9% 7.7% 1.6% 2.7% 0.0% 0.0% 100.0%
2016 44.6% 13.5% 3.0% 1.6% 25.3% 7.9% 1.6% 2.3% 0.0% 0.0% 100.0%
Unskilled
2014 54.4% 14.8% 1.1% 0.5% 24.7% 3.9% 0.2% 0.2% 0.0% 0.0% 100.0%
2015 53.9% 13.4% 1.0% 0.5% 26.9% 3.8% 0.2% 0.2% 0.0% 0.0% 100.0%
2016 54.0% 13.1% 0.9% 0.5% 27.1% 3.9% 0.2% 0.1% 0.0% 0.0% 100.0%

TABLE 65: WORKFORCE PROFILE FOR THE PRIVATE SECTOR BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 6.9% 3.0% 6.4% 60.9% 2.9% 1.4% 2.1% 12.8% 3.0% 0.5% 100.0%
2015 7.6% 3.0% 6.5% 59.7% 3.2% 1.5% 2.2% 12.7% 3.1% 0.5% 100.0%
2016 7.5% 3.0% 6.7% 59.1% 3.3% 1.7% 2.3% 13.0% 3.0% 0.5% 100.0%
Senior Management
2014 9.4% 4.4% 7.1% 46.1% 4.5% 2.6% 3.3% 19.4% 2.6% 0.7% 100.0%
2015 10.1% 4.6% 7.2% 44.9% 4.8% 2.7% 3.5% 19.0% 2.5% 0.7% 100.0%
2016 10.0% 4.6% 7.4% 44.0% 4.9% 2.9% 3.7% 19.4% 2.4% 0.7% 100.0%
Professionally Qualified
2014 15.0% 5.7% 6.5% 32.7% 9.2% 4.4% 4.5% 19.2% 2.2% 0.7% 100.0%
2015 15.8% 5.8% 6.6% 31.7% 9.6% 4.5% 4.5% 18.8% 2.2% 0.7% 100.0%
2016 15.8% 5.9% 6.5% 30.9% 10.0% 4.5% 4.6% 18.7% 2.3% 0.7% 100.0%
Skilled Technical
2014 32.7% 7.0% 4.1% 16.4% 16.2% 5.9% 3.2% 12.3% 1.8% 0.4% 100.0%
2015 34.9% 7.0% 3.9% 15.1% 16.8% 5.7% 3.0% 11.5% 1.7% 0.4% 100.0%
2016 33.9% 6.9% 3.9% 14.4% 17.8% 6.1% 3.2% 11.4% 1.9% 0.5% 100.0%
Semi-skilled
2014 48.1% 5.9% 1.7% 3.3% 25.8% 6.2% 1.8% 4.3% 2.7% 0.3% 100.0%
2015 47.6% 6.0% 1.7% 3.0% 27.4% 6.2% 1.7% 3.9% 2.4% 0.3% 100.0%
2016 46.7% 6.0% 1.7% 2.9% 28.1% 6.3% 1.7% 3.8% 2.4% 0.3% 100.0%
Unskilled
2014 52.9% 5.4% 0.6% 0.8% 30.8% 5.1% 0.4% 0.4% 3.1% 0.5% 100.0%
2015 52.0% 5.4% 0.6% 0.8% 31.1% 5.5% 0.3% 0.4% 3.2% 0.6% 100.0%
2016 49.9% 5.5% 0.5% 0.8% 33.0% 5.6% 0.3% 0.4% 3.1% 0.7% 100.0%

93
TABLE 66: WORKFORCE PROFILE FOR NON-PROFIT ORGANIZATIONS BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE TOTAL
NATIONAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 25.2% 5.1% 4.0% 26.2% 12.2% 2.7% 2.5% 18.2% 2.7% 1.1% 100.0%
2015 22.5% 4.5% 3.3% 26.8% 13.4% 3.0% 3.2% 18.3% 3.1% 1.9% 100.0%
2016 22.5% 4.5% 3.5% 26.8% 13.0% 2.9% 3.4% 18.6% 2.6% 2.1% 100.0%
Senior Management
2014 28.1% 5.2% 2.9% 17.9% 18.1% 4.3% 2.8% 17.4% 1.9% 1.3% 100.0%
2015 26.5% 4.2% 2.9% 18.1% 18.1% 4.3% 3.4% 19.1% 2.0% 1.4% 100.0%
2016 26.0% 3.9% 3.3% 17.7% 17.7% 4.5% 3.4% 19.9% 2.2% 1.5% 100.0%
Professionally Qualified
2014 22.5% 4.6% 2.7% 11.7% 35.7% 4.0% 3.0% 12.8% 1.8% 1.3% 100.0%
2015 18.5% 2.1% 2.5% 8.8% 42.5% 3.7% 3.6% 14.0% 2.4% 1.8% 100.0%
2016 30.8% 2.9% 4.7% 9.3% 27.3% 4.0% 3.9% 14.6% 1.5% 0.9% 100.0%
Skilled Technical
2014 38.9% 8.3% 2.0% 9.9% 23.7% 6.7% 1.1% 9.0% 0.2% 0.2% 100.0%
2015 27.6% 3.6% 1.3% 5.9% 45.0% 4.7% 1.8% 9.0% 0.5% 0.7% 100.0%
2016 26.3% 1.6% 2.2% 2.8% 53.3% 2.4% 5.6% 5.2% 0.4% 0.3% 100.0%
Semi-skilled
2014 39.0% 5.9% 0.6% 1.3% 40.0% 8.5% 0.6% 3.9% 0.1% 0.1% 100.0%
2015 31.7% 3.3% 0.5% 1.3% 54.3% 4.8% 0.7% 3.0% 0.2% 0.2% 100.0%
2016 39.4% 3.0% 0.9% 1.1% 43.5% 5.2% 1.5% 3.2% 1.9% 0.3% 100.0%
Unskilled
2014 36.3% 9.5% 0.1% 0.9% 41.6% 10.0% 0.1% 1.1% 0.2% 0.1% 100.0%
2015 39.5% 4.8% 0.1% 0.5% 48.4% 5.7% 0.1% 0.6% 0.2% 0.1% 100.0%
2016 40.2% 3.8% 0.3% 0.5% 47.6% 5.4% 0.3% 0.6% 1.2% 0.2% 100.0%

TABLE 67: WORKFORCE PROFILE FOR STATE-OWNED COMPANIES BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 38.8% 3.5% 9.0% 14.0% 20.6% 2.7% 3.2% 7.1% 0.5% 0.5% 100.0%
2015 34.7% 4.5% 7.8% 16.1% 21.9% 2.6% 2.8% 8.1% 1.3% 0.4% 100.0%
2016 35.0% 4.3% 7.4% 16.2% 22.0% 2.8% 3.3% 7.7% 1.2% 0.2% 100.0%
Senior Management
2014 31.5% 4.9% 8.0% 20.4% 18.9% 2.8% 3.4% 7.8% 1.7% 0.7% 100.0%
2015 30.8% 4.9% 7.4% 19.4% 20.0% 2.9% 3.9% 8.2% 1.7% 0.7% 100.0%
2016 31.6% 4.8% 7.0% 18.2% 21.6% 2.7% 3.7% 7.9% 1.9% 0.7% 100.0%
Professionally Qualified
2014 28.5% 4.9% 5.6% 23.6% 21.3% 3.1% 3.0% 7.6% 1.7% 0.5% 100.0%
2015 30.7% 5.0% 5.4% 19.7% 23.4% 3.3% 3.1% 7.4% 1.6% 0.5% 100.0%
2016 35.0% 4.3% 4.7% 17.8% 24.5% 2.8% 2.7% 6.4% 1.2% 0.5% 100.0%
Skilled Technical
2014 36.5% 5.3% 2.6% 17.5% 27.2% 3.4% 1.6% 5.4% 0.3% 0.1% 100.0%
2015 37.2% 5.4% 2.5% 15.8% 28.6% 3.5% 1.6% 5.2% 0.2% 0.1% 100.0%
2016 37.2% 3.3% 1.4% 8.6% 41.9% 2.2% 1.0% 3.8% 0.6% 0.2% 100.0%
Semi-skilled
2014 54.6% 6.8% 1.0% 4.6% 26.0% 3.3% 0.7% 2.8% 0.0% 0.1% 100.0%
2015 55.7% 7.1% 0.9% 4.0% 26.5% 3.1% 0.4% 2.2% 0.0% 0.0% 100.0%
2016 52.4% 6.8% 0.9% 3.5% 30.1% 3.3% 0.6% 2.3% 0.0% 0.1% 100.0%
Unskilled
2014 75.1% 9.7% 0.1% 0.8% 12.6% 1.4% 0.0% 0.2% 0.0% 0.0% 100.0%
2015 63.8% 8.1% 0.1% 0.6% 25.1% 2.0% 0.0% 0.3% 0.0% 0.0% 100.0%
2016 65.5% 8.9% 0.1% 0.5% 22.6% 2.1% 0.0% 0.2% 0.0% 0.0% 100.0%

94
TABLE 68: WORKFORCE PROFILE FOR EDUCATIONAL INSTITUTIONS BY RACE AND GENDER
FOREIGN
OCCUPATIONAL MALE FEMALE
NATIONAL TOTAL
LEVELS
A C I W A C I W Male Female
Top Management
2014 12.1% 3.7% 3.1% 41.3% 7.3% 1.8% 1.4% 27.0% 1.8% 0.6% 100.0%
2015 12.2% 3.2% 5.3% 37.6% 7.0% 2.3% 1.5% 25.4% 3.9% 1.5% 100.0%
2016 15.1% 4.6% 2.7% 35.8% 7.5% 1.8% 2.3% 26.2% 2.5% 1.5% 100.0%
Senior Management
2014 14.2% 3.8% 4.4% 24.5% 8.8% 2.5% 3.2% 34.4% 2.8% 1.4% 100.0%
2015 13.7% 4.0% 5.0% 24.8% 8.8% 2.5% 4.0% 32.2% 3.4% 1.7% 100.0%
2016 13.7% 3.8% 3.3% 25.2% 9.1% 3.0% 2.7% 34.0% 3.6% 1.6% 100.0%
Professionally Qualified
2014 20.6% 2.6% 4.1% 18.3% 14.5% 2.6% 3.5% 28.0% 4.2% 1.6% 100.0%
2015 20.5% 4.3% 3.9% 17.1% 16.0% 3.1% 3.8% 25.6% 3.9% 1.8% 100.0%
2016 17.5% 4.1% 2.1% 16.5% 19.7% 3.3% 2.8% 28.1% 3.8% 2.1% 100.0%
Skilled Technical
2014 21.5% 1.8% 2.3% 4.6% 48.1% 3.3% 5.3% 11.3% 1.2% 0.7% 100.0%
2015 20.1% 3.9% 2.0% 4.8% 44.5% 6.2% 4.8% 11.7% 1.2% 0.7% 100.0%
2016 18.8% 5.2% 0.9% 6.5% 37.8% 8.1% 2.1% 18.1% 1.5% 1.0% 100.0%
Semi-skilled
2014 32.7% 2.9% 1.2% 2.3% 45.3% 4.3% 2.3% 7.2% 1.1% 0.7% 100.0%
2015 26.9% 6.0% 0.8% 2.3% 36.3% 15.6% 1.4% 9.7% 0.6% 0.4% 100.0%
2016 21.8% 7.6% 0.4% 2.8% 32.3% 19.8% 0.9% 13.1% 0.7% 0.5% 100.0%
Unskilled
2014 50.0% 2.7% 0.5% 0.6% 41.3% 2.9% 0.6% 0.8% 0.5% 0.2% 100.0%
2015 31.8% 11.7% 0.4% 1.2% 36.1% 11.5% 0.5% 1.7% 2.7% 2.5% 100.0%
2016 39.4% 9.9% 0.3% 1.6% 35.1% 9.8% 0.2% 2.0% 1.2% 0.6% 100.0%

95
96
97
REAL TRANSFORMATION
MAKES BUSINESS

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